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Reading Assignment : Dessler Chs. 5-7
Assignment Type: Individual Project Deliverable Length: 2 to 3 Pages
Points Possible: 125
The information that a selection specialist uses to predict future job performance can be obtained from several different types of tools: application forms, interviews, tests, work simulations, and so on. In this assignment, use course materials, resources, and the Cybrary to finish constructing your selection process. For this assignment, your selection process should include the following components:
Identification of the tool or tools to be used and ways in which technology can be used to make the tool(s) more effective.
A Rationale for usage
How the tool or tools will be used in the selection process
A list of resources cited
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Solution Summary
Identification of the tool or tools to be used and ways in which technology can be used to make the tool(s) more effective.
Solution Preview
Identification of the tool or tools to be used and ways in which technology can be used to make the tool(s) more effective.
Some of the tools which are being regularly used in modern day hiring and selection practices are:
1) Assessment Tests: There are myriad of assessment tests available today which helps us to analyze and ascertain various aspects about the prospective candidate with respect to his abilities, personality and appropriate for the vacqant position. For example, there are cognitive-ability test that measures candidates' flexibility, learning ability, attention to detail and ability to multi-task. Similarly, there are job related assessment tests to ascertain the technical expertise with respect to the job which the applicant is being assessed.
Another exciting test which is being developed by a company named Qwiz is Qwiz Reveal, which uses what the company calls bio-data. Bio-data is a methodology that states that one of the most accurate predictors of future behaviors is past behavior.
Qwiz Reveal asks candidates about situations from the past that measure what Qwiz calls citizenship behaviors (e.g., commitment and loyalty, helpfulness and dependability) and counter-productive behaviors (e.g., impulsiveness, dishonesty and hostility). The software provides easy-to-interpret reports that include information on specific actions the employer should follow-up on if they bring that particular candidate in for a face-to-face interview.
As we can observe, technology such as latest softwares and web based tools are playing an increasingly important role in conducting, analyzing and interpreting the results of such tests. Companies can now analyze each aspect of an individual's personality and ability with the help of modern softwares and other latest technologies.
The rationale of using such assessment tests or screening tests is to review all the aspects of a candidate's ability and personality and to ascertain his suitability from all aspects rather than just based on his qualifications obtained from formal education and experience. These tests helps the selection specialist to take a deeper view of the candidate's personality.
These tools are an inherent part of the screening process of the candidates who have cleared the ...
Education
- BCom, SGTB Khalsa College, University of Delhi
- MBA, Rochester Institute of Technology
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