Business Question

Part 1

Week 8 Discussion – Assessment Techniques in Hiring

Please respond to the following:

• Determine three advantages and three      disadvantages of relying solely on interviews versus combining interviews,      tests, and simulation exercises when selecting new employees.
  • As part of your response, explain       the legal and ethical implications of using assessment techniques in the       hiring process.
  • Justify your response.

Part 2

Respond to classmate’s post (Rianne Klink)

Hello Professor and Classmates,

In the selection and hiring process, both interviews and testing play an especially important role.  I do not find many advantages to interviews only, expect for the legal/ethical factors involved in the testing process. The following are advantages of interviews:

• Interview Questions can be open ended and collect in-depth information on all candidates. Once questions are asked follow-up questions can be used to clarify or obtain additional information as needed.
• Interviews establish rapport with the candidate and allow the interviewer to get to know the candidate.
• With Interviews only, the HR department does not have to worry about legal/ethical compliance factors of testing process.

The validity and reliability of the testing must be examined. There are multiple types of validity and reliability to consider. “There are critically important legal compliance factors to consider throughout the entire selection testing process, including test design, administration, scoring, and employment decision making (Picardi,1). Testing used for employment decisions must be related to the job qualifications.  Accommodations must be available for candidates with disabilities. There are ethical challenges involved in testing as well as legal challenges and both must be fully considered when implementing testing in the selection process.

I find that there are more advantages of Interviews with the combination of tests and simulation exercises:

• The hiring manager has all the info obtained through the interview plus the ability to conduct many different kinds of testing based on position. The textbook defines Test as “A collection of questions designed to measure an individual’s knowledge and skills either broadly or within a specified subject-matter area” (Picardi,1).
• Simulation exercises can show how the candidate would handle scenarios that they would find on the job. It puts them in on-the-job situations and gages their reactions.
• The combination of interviews and tests can show a much more well-rounded candidate. You get to know them through the interview process, and you can see them put their skills and abilities to work in the testing process.

If legal and ethical implications are taken into consideration when creating and administering the testing, I think that the selection process should always include the interview plus testing scenarios.

Carrie A Picardi. 2019. Recruitment and Selection. Available from: Strayer University Bookshelf, SAGE Publications, Inc. (US). p. 219-237. https://strayer.vitalsource.com/reader/books/9781483385402/epubcfi/6/22[%3Bvnd.vst.idref%3Ds9781483396439.i736]!/4/2[s9781483396439.i736]/14[s9781483396439.i788]/4[s9781483396439.i789]/2/1:44[Tre%2Catm]Links to an external site.Links to an external site.Links to an external site.Links to an external site.Links to an external site.

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