Compare and Contrast Interviews to Non-interview Employee Selection Tests

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Interviews to Non-interview Employee Selection Tests

The MAIO program culminates in a capstone course designed to provide you with the opportunity to demonstrate mastery of the program objectives during your course of study. A featured activity incorporated into the capstone course is a portfolio of application-oriented I/O deliverables that showcase your knowledge, skills, and abilities. Your submission for this assignment is intended to be used towards building your final capstone portfolio.

Scenario

As a selection strategy, interviews are supposed 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, tests are also an important part of assessing the capability of candidates. Tests can be considered a more objective measure than interviews and can be developed to precisely assess specific skills and competencies. But does a test work as the single method of selection, to the exclusion of all other selection strategies?

Directions:

Write a 7-9 page paper that compares and contrasts interviews to non-interview employee selection tests. In your paper, make sure you include a discussion of the following points:

Section 1: Non-interview Tests

Discuss the advantages and disadvantages of relying on testing as the sole method of selection.

Identify two 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

Research and describe Behavioral vs. Situational selection type and explain when their use would be most appropriate.

Compare and contrast the two types, exploring their advantages and disadvantages, as well as their use. Write five sample questions for each type of interview you choose.

Section 3: Interviews vs. Tests

Based on your research, compare and contrast interviews vs. tests in terms of efficacy in meeting organizational objectives. Make sure to include the following:

Identify any areas of susceptibility to adverse impact in the tests or interviews.
Analyze how the selection process can be enhanced by combining tests with interviews.

Use the online library resources to locate eight scholarly resources to support your position (not textbooks).

Description

Employee selection is a rigorous process. It is a process that makes use of different techniques, including interviewing and non-interviewing methods.  Employee selection techniques have been considered as individual as the employers who use them. This means that different employers prefer using different selection techniques as they deem fit.  Few employers will employ only one specific criterion when assessing the prospective employees because this creates the possibility of narrowness and rigidity that limits and potentials exclude qualified candidates.  It is always advisable that employers should make use of multiple employee selection techniques because this will broaden the assessment criteria, ultimately choosing the most qualified applicants. Employee selection methods can be broadly divided into two categories – interviewing and non-interviewing techniques. Interviewing technique is the most widely used methods. This involves a face-to-face interview between employers with the prospective candidates. For a long time, this has been the most preferred method of selection. However, the second category, selection tests, has become important with the diversification of selection criteria. Tests are must used to assess the personality and situational judgment capability.  There are many advantages and disadvantage of using non-interview and interview methods and the method to be used depends on the individual employer.  Although interview and non-interview techniques have their own advantages and disadvantages, the strength lies in using a combination of both techniques during employee selection.