Interview Vs. Non-Interview Employee Assessment

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Question Description

Background

As a selection strategy, interviews are intended to gauge future performance on the basis of oral responses, demeanor, body language, and so on. Interviews can be of different kinds, depending on the purpose. For example, interviews can be structured or situational. While interviews are a critical part of the selection process, and probably the most widely recognized, other assessment tests are also an important part of attempting to predict the future job performance and capabilities of candidates. Assessments can be considered a more objective measure than interviews and can be developed to precisely assess specific skills and competencies.

Directions

Write a 5- to 7-page paper that compares and contrasts interviews to noninterview employee selection assessments. In your paper, make sure you include a discussion of the following points:

Section 1: Noninterview Assessments

  • Discuss the advantages and disadvantages of relying on testing as the sole method of selection.
  • Identify two assessment tests and briefly summarize their structure and design and provide an example of a typical item for this type of test. Make sure to explain how the test is designed to assess a candidate's prospects for a particular position and an example of content.
  • Evaluate the two tests and discuss factors that contribute to the appropriate use of a particular test for a particular situation. Why might a test not be the most effective choice?

Section 2: Selection Interviews

  • Select a pair of interview types from the list of three pairs provided below. Research and describe those two types and explain when their use would be most appropriate.
  • Behavioral versus situational
  • Panel versus individual
  • Structured versus unstructured
  • Compare and contrast the two types, exploring their advantages and disadvantages, as well as their use. Provide 5 questions for each type of interview you choose.

Section 3: Interviews vs. Noninterview Assessments

  • Based on your research, compare and contrast interviews versus noninterviews in terms of efficacy in meeting organizational objectives.
  • Identify any areas of susceptibility to adverse impact in the assessment tests or interviews.
  • Analyze how the selection process can be enhanced by combining assessment tests with interviews.

Submission Details:

  • By the due date assigned, save your report into a Microsoft Word document in APA format and utilizing at least six scholarly sources.

Tutor Answer

Jesca
School: Duke University

Attached.

Running head: INTERVIEW AND NON-INTERVIEW SELECTION CRITERIA

Interview vs. Non-Interview Selection Criteria
Institutional Affiliation
Date

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INTERVIEW AND NON-INTERVIEW SELECTION CRITERIA

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Introduction
Interviews are the most prevalent method of knowing how competent a candidate is for a
job. Though they seem to give a more precise measure of one’s competence, interviews also
portray the soft skills of a person and therefore the decision is not only based on the
professionalism of an individual but on their presentation skills as well. Employers are left to
make the decision, based on the one they feel will serve them the best way, and depending on the
kind of skills they are looking for from an individual.
Non-Interview Assessments
Advantages and Disadvantages of Testing
Use of the non-interview method can be in many forms, one of them being testing. In
some instances, conducting tests can be used as the only method to choose a candidate for a
particular job. This method is whereby a person takes up a test to prove their competence in a
specific field. This method is advantageous in the sense that, a proper assessment is done so that
the suitability of the candidate to the job is examined. This method is also very objective, where
any form of subjectivity is completely disqualified. Tests also provide a uniform basis of testing,
where the candidates are given a similar test, on which their performance is determined. It also
enables the employer to select the better person for the different job slots available. It also helps
in the labor turnover of individuals, such that they can select a person most suitable for a certain
post, based on their liking and so they tend to stay longer and not leave the jobs they love.
On the flip side, the use of tests can be unreliable. This is where the skills that need to be
tested by the employer may not come out as clearly as they should when a person seats for a test.
The tests could also be wrongly used, where they are biased towards a certain person and so the

INTERVIEW AND NON-INTERVIEW SELECTION CRITERIA

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results will definitely be unreliable. Some candidates may also be afraid of being exposed. This
will lead to lack of submission of their tests, which deprives companies good candidates that
would otherwise be selected by another method, and still qualify.
Examples of assessment tests
An example of an assessment test is the IQ test, which is used to research a certain area
of intelligence of an individua...

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