Chat with us, powered by LiveChat Directions Respond to at least 2 peers. Include at least 2 outside sources in your postings for full cred | EssayAbode

Directions Respond to at least 2 peers. Include at least 2 outside sources in your postings for full cred

  

Directions

Respond to at least 2 peers. Include at least 2 outside sources in your postings for full credit.

Cynthia Reed

Tatyana has interested internal applicants for a position she needs to fill. The company policy is to hire internally first, then consider external applicants. Which do you recommend as a selection predictor and why: performance review scores, assessment center or job knowledge tests?

Each of the three methods are good I would recommend the Job Knowledge test.  When there is a new job posted for internal candidates, the recruiter would want to hire the person with at least a bare understanding of what the job entails.  Job knowledge test “measure a person’s knowledge, experience, cognitive ability and motivation to learn, they can help to predict which employee will perform the best in an open position” (Phillips, 2020, pp. 407-408) One benefit of using these tests is that the answers in a job knowledge test are either right or wrong, there is no room for bias to creep in. Job knowledge tests will avoid even the appearance of adverse impact.  “Black and other disadvantaged groups tend to average significantly below national means on most paper and pencil tests however a well-constructed, content-valid paper and pencil test can tap important determinants of job success in which racial differences are small or nonexistent” (Kesselman & Lopez, 1979).  Knowledge tests give the recruiter a good idea if the internal candidate knows enough about a job to be successful and will want to learn the job well enough to become an expert in that job.  It is important for job knowledge test be about the job and not just abstract questions.  “Perceptions of overall fairness were more positive when a selection tool was perceived to be job related also concrete items were perceived as being more job related than were abstract items” (Forsberg & Shultz, 2009). 

               While using performance review scores can be beneficial to a point, the recruited needs to realize that performance reviews can be very bias because they are the opinion of the candidate’s supervisor or co-workers.  Even if they are not bias, there are many reasons why an employee may not perform as well in one job but when moved to a different job may be perform above expectations. 

Larry Fowler

2.  Tatyana has administered the selection test and structured interview and has the scores. Which approach to combining scores should you recommend? Why? 

Based on the two choices of Compensatory and Multiple-Hurdle selection each have advantages and disadvantages, however Compensatory selection allows for a more full examination of candidates, while this feature also allows for candidates to compensate for a poor performance in a certain stage.  This will also depend the importance of the position as well. A multistage selection strategy combines a number of assessment tools as part of the process. The human resources department is responsible for validating each assessment tool and ensuring that it is legitimately related to the requirements of the open position. Examples of different stages in a multistage selection strategy are personality tests, skills tests, interviews and sample work performances. This strategy is paired with either a conjunctive or compensatory strategy. (Redman, 2021). 

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