Reference no: EM133220693

Question - Staffing Organizations Discussion - Please respond to the following separately: 5-10 sentences

1. Determine three advantages and three disadvantages of using traditional predictors (e.g., resume-bio presentations, interviews, and reference checks) versus substantive assessment methods (e.g., personality tests, cognitive tests, and integrity tests) when selecting new employees. Next, select the one assessment method that you believe is the most reliable for hiring new employees, and specify two benefits of utilizing your selected method within an organization. Justify your response.

2. Be sure to respond to classmates' posts below: Determine three advantages and three disadvantages of using traditional predictors (e.g., resume-bio presentations, interviews, and reference checks) versus substantive assessment methods (e.g., personality tests, cognitive tests, and integrity tests) when selecting new employees. Next, select the one assessment method that you believe is the most reliable for hiring new employees, and specify two benefits of utilizing your selected method within an organization. Justify your response.

Provides insight on employees work history, skills, education, etc prior to hiring a candidate.

Provides opportunity to get to know an employees professional background and also some personality and character traits through interview process.

Provide the opportunity for others such as previous managers, supervisors, etc to speak on behalf of a candidate to give insight to future employers on the type of employee the candidate will be.

Determing the accuracy of the information provided. Although resumes, interviews etc is suppose to give insight on an employees work ethic, skills, and previous job history, sometimes information provided is not accurate.

How a persons work abilities, and capabilities may come off on paper, may not be the way it translates in person, you may not get what you preconceived using the traditional predictors.

Targeting certain applicants based off of factors that should not be included in the job hiring process, such as race, gender, etc.

Substantive Assessment in my honest opinion I don't really see many advantages to these type of methods. While at some capacity it may be able to give some insight on a persons personality, integrity, etc. I believe that there is always going to be a chance that is being taken when going solely off of what is on paper, how a person answered questions on a test, etc. I believe that having the opportunity to interview a candidate in person, on the job training, assessments etc gives more insight on who that person is and how they will perform on the job.

The assessment process that I would say is most reliable would be reference checks. I believe this because you are getting the information directly from previous employers, managers, etc that will be able to give an outward look on how this employee performed on previous jobs. Two benefits of utilizing this method is having a source that can provide work history, skills, and capabilities outside of the candidate themselves provides more credibility, more confirmation that the candidate is capable. Anyone applying for a job will provide all positive insight on themselves, although all could be positive it is good to get confirmation from others who can speak on their experiences with the candidate. Second, when you have others that speak positively on your behalf it gives the candidate a better chance of being hired solely because of their work speaking for them and not being passed up on because maybe they did not answer a question the best in the interview, or maybe everything on paper does really show what they are capable of.