What was clinician responsibility to unsuccessful candidate

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Reference no: EM133352485

Case Study: A clinician in a private practice was asked by corporation executives to examine their leading candidate for the position of regional sale manager. The candidate was performing well at the time in a middle-level management position in the company. The human resources director indicated only that the new job was a demanding one and that it required a person with a strong ability to cope with stress. The clinician did not conduct or obtain an independent analysis of the position, nor did he request additional information or details about the nature of the position that caused stress.

The clinician conducted a one-hour interview and administered a self-report inventory and a projective test. On the basis of these data, the clinician advised that the candidate did not have the necessary stress tolerance and would not perform adequately in the regional sales manager position. On receiving the report, the company promoted another individaul into the position.

The unsuccessful applicant later requested a copy of the report from the clinician. The clinician refused, reasoning that the company was his client, not the candidate, and that the report was confidential.

Question: What was the clincian's responsibility regarding selecting the assessment instruments? What was the clinician's responsibility to the unsuccessful candidate?

Reference no: EM133352485

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