In-basket Testing

What is it?
In-basket testing is a way for us to tangibly measure a candidates competencies to see
if there is a match to the skills required to do the job. In-basket exercises are specific to
each job and are developed using materials or samples of work that form a regular part
of the job. In-baskets are timed and measurement standards should be established
before having the candidate perform the exercises. In-baskets can be used for any
position, from unionied to high level management.
Examples
!osition requires specific computer programs
"ave the candidate perform a task or exercise, seek information, or develop or
format something within the program
!osition requires specialied knowledge
#evelop a questionnaire or exercise that only a person with that specialied
knowledge will be able to complete
!osition requires incumbent to do presentations
In advance of the interview, provide the candidate with a presentation topic and
outline your expectations of the presentation. $hen give %-&' minutes within the
interview for the candidate to give the presentation and the panel to ask questions
!osition requires skills in handling difficult situations
(ole-play a situation requiring tact and diplomacy to satisfy a difficult
customer)client)student. Interviewer plays the client, candidate plays the employee
Things to remember
Inform candidates of in-basket testing when you schedule the interview * let them
know how long it will be, what the format is, and that it forms part of your hiring
decision, along with the interview and the references
+sk the candidate if they require any special arrangements * try to put them in a
private space if possible. ,ake sure they are familiar with the computer system you
use
$ry to limit the time frame to around -' mins. #o not exceed .% mins. #uring that
time you can ask the candidate to perform a number of tasks or &or / more in-depth
exercises. 0top the candidate at the end of the allotted time even if they havent
completed the exercises
,ake sure the testing is appropriate for the vacant position 1level, skill, ability2
3standard for a purpose or goal that is rationally connected to the function being
performed4
5ob applicants are entitled to receive feedback and access to their test results
0tandards may not be established that are higher than necessary to accomplish an
appropriate goal
#isability * tests should be given in a way that accommodates the disability even at
the expense of changing standardied testing procedures
If a candidate refuses to do the in-basket testing, let them know that it makes up a
portion of your scoring criteria and if they dont do the testing they will score ero on
that portion * they can then decide whether to do the testing or not
0ep-'.