Compare and Contrast Interviews to Non-Interview Employee Selection Tests
Compare and Contrast Interviews to Non-interview Employee Selection Tests
Wendy Brown-Oathout
Argosy University
M4_A2
Assignment 2/LASA 1
The Advantages of Relying on Assessments for Selection The advantages of relying on tests or assessments to select the best job candidate is highly dependent of whether or not the assessment measures the most influential business outcomes for the company doing the hiring. It is important to remember that evaluating candidates is not the primary goal when using assessments. Improving performance outcomes of employees is the ultimate goal of choosing and using the most effective assessment. Companies are in business to increase their bottom line. Learning about their potential employees and therefore making the right hiring decisions through the use of appropriate assessments leads to increased profits and the welfare of organization. This is most effectively done by using assessments that determine most accurately which candidates fit the qualities being sought out for best job performance. Certain desirable attributes that are strong points for some candidates often equate to weak points for others. The ability to get along with others and be a team player may not be as suitable for a manager that needs to be firm and keep his or her employees accountable for meeting quotas. There are many attributes that need to be present within all working environments. The diversity of these characteristics and of differing skill levels needs to mix well with the needs of the organization to fill many work-related roles, and hiring the best candidates who balance each other make the workplace more efficient and effective in obtaining established business goals. Other advantages include identifying potential employees who would be disastrous for the organization if they were chosen, by determining who would be bad performers. Conversely, assessments can help identify exceptional strengths possessed by candidates. However, unlike
Wendy Brown-Oathout
Argosy University
M4_A2
Assignment 2/LASA 1
The Advantages of Relying on Assessments for Selection The advantages of relying on tests or assessments to select the best job candidate is highly dependent of whether or not the assessment measures the most influential business outcomes for the company doing the hiring. It is important to remember that evaluating candidates is not the primary goal when using assessments. Improving performance outcomes of employees is the ultimate goal of choosing and using the most effective assessment. Companies are in business to increase their bottom line. Learning about their potential employees and therefore making the right hiring decisions through the use of appropriate assessments leads to increased profits and the welfare of organization. This is most effectively done by using assessments that determine most accurately which candidates fit the qualities being sought out for best job performance. Certain desirable attributes that are strong points for some candidates often equate to weak points for others. The ability to get along with others and be a team player may not be as suitable for a manager that needs to be firm and keep his or her employees accountable for meeting quotas. There are many attributes that need to be present within all working environments. The diversity of these characteristics and of differing skill levels needs to mix well with the needs of the organization to fill many work-related roles, and hiring the best candidates who balance each other make the workplace more efficient and effective in obtaining established business goals. Other advantages include identifying potential employees who would be disastrous for the organization if they were chosen, by determining who would be bad performers. Conversely, assessments can help identify exceptional strengths possessed by candidates. However, unlike
References: Barrick, M. R., Shaffer, J. A., & DeGrassi, S. W. (2009). What you see may not be what you get: Relationships among self-presentation tactics and ratings of interview and job performance. Journal of Applied Psychology, 94(6), 1394-1411. doi:10.1037/a0016532 Blackmail, M. C. (2002). Personality judgment and the utility of the unstructured employment interview. Basic & Applied Social Psychology, 24(3), 241-250. doi:10.1207/153248302760179156 Choon-Hwa, L., Winter, R., & Chan, C. A. (2006). Cross-Cultural Interviewing in the Hiring Process: Challenges and Strategies. Career Development Quarterly, 54(3), 265-268. HSRI http://www.hsri.org/cgi/hsri.cgi). http://rtc.umn.edu/docs/interview.pdf Hunt, S. (2007). Hiring Success The Art and Science of Staffing Assessment and Employee Selection (2nd ed.). San Francisco, CA: John Wiley & Sons, Inc. McDaniel, M. (2007). Situational judgment tests, response instructions, and validity: a meta-analysis. Personnel Psychology, 60(1), 63-91. Schmidt, F. L., & Zimmerman, R. D. (2004). A counterintuitive hypothesis about employment interview validity and some supporting evidence. Journal of Applied Psychology, 89(3), 553-561. Zhang & Wildemuthe, (2007). http://www.ischool.utexas.edu/~yanz/Unstructured_interviews.pdf