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Assessing Various Interview Techniques

Imagine that you are hiring a new employee and must choose one method.
Discuss the pros and cons of each of the following:

Behaviorally anchored interviews
Behavioral simulation
Paper-and-pencil test
Virtual test

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Hiring a new employee:

Behaviorally anchored interviews are the process by which a human resource appraises the candidates for the job through rating their behavior. The behaviorally anchored interviews uses the individual's the trends in the past and uses this information to predict their behavior in the future and how this is going to affect the organization. The interrogation process in the behaviorally anchored interviews involves asking candidates questions based on different situations that they have in their career life. The employer in the behaviorally anchored interviews presents different theories and scenarios of the work environment and examines the candidate different approaches of handling the situations (Meese, 2008).

Advantages of the behaviorally anchored interviews are that this technique improves the accuracy of employers in selecting the best candidates of the job since the skills and the work experience of the employee have been identified. The other advantage of these interviews is that it is easy to use since the interviewer uses the past behavior of the candidate to predict the future results. In addition to this the behaviorally anchored interviews allows the different personalities in the organization to be interrogated and this encourages diversity in the working environment. The behaviorally anchored interviews are also objective to the performance of the candidates and the expected quality of output. This is significant especially to the candidates as they can work toward improving the quality of their tasks (Lloyd, 2011).

Disadvantage of the behaviorally anchored interviews is that it is time consuming especially if a large number of employees are required in the organization. The other disadvantage of the behaviorally anchored interviews is that the process is objective to the activities the candidate has done in the past instead of it being objective to the quality of the results (Behaviorally Anchored Rating Scales, 2011). In addition to this, the conclusions drawn from this interview can be wrong since a candidate with higher working experience might be considered ...

Solution Summary

The following posting helps discuss the pros and cons of behaviorally anchored interviews, behavioral simulation, paper-and-pencil tests and virtual tests.