Provide detailed information on how they would be used in the selection process.
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Get it written →Option #2: Assessment Tests and Methods
We find that assessment methods are used in the selection process to identify applicant skill and knowledge that may not be easily deciphered via an interview alone. Assessments help organizations build a high-quality workforce due to identifying candidates that have a potential to work effectively and add value to the job. The five common pre-employment assessment tests are:
Cognitive Ability Test
Personality Test
Aptitude Test
Psychomotor Test
Assessment Centers
As the Director of HR, you have been tasked by the executive team to design an assessment process that will be used during the selection of a new Vice President of Finance. Here are your tasks:
Choose two tests listed above.
Discuss the tests and explain their use.
Provide detailed information on how they would be used in the selection process.
Provide detailed information on the value they provide in identifying the right candidate.
Submission Requirements:
Write a three- to five-page paper, (900-1200 words), not including the title and reference pages, which are required.
Your paper must be properly cited and formatted according to the CSU-Global Guide to Writing and APA (Links to an external site.).
Include a formal references page. This is an individual paper; however, you should reflect on our discussion forums and incorporate ideas from there, as appropriate.
You must support your analysis with at least four references (at least two scholarly/peer reviewed), and can include resources from this course.
The CSU-Global Library (Links to an external site.) is a good place to find these sources. You cannot use Wikipedia or any CSU-Global assignment. For this assignment, a credible source is defined as:
A scholarly or peer-reviewed journal article.
A government-based website or publication.
A trade or industry journal article, publication, or website, including those from trade organizations such as SHRM.org and TD.org.
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