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OCR for page 27

OCR for page 27

OCR for page 27
29 Assessment tool How does it What it measures What it does Common evaluate limitations candidates? What What What people people people have want to can do done do Resume Screens Electronic recruiting Search the Web for X Can uncover Effectiveness agents qualified candidates is limited by candidates based that might quality of on words found in have gone resumes resumes posted on unnoticed posted on the internal or external otherwise Web career boards. Good for May overlook finding candidates candidates who have with unique incomplete skills and resumes, and qualifications overly favor candidates with inflated resumes Good for May overlook Resume capture & Evaluate X screening candidates candidates based reviews candidates who have on the content of based on incomplete resumes they unique skills resumes, and submit directly to and overly favor the company or qualifications candidates that are posted to with inflated Web-based job resumes boards. Can be time consuming and complex to use with large numbers of candidates sharing similar backgrounds Interviews Unstructured interviews Evaluate Depends Depends Depends Can be used May not candidates by on the on the on the to build predict job having a discussion questions questions questions relationships performance with them about used used used with topics that seem candidates relevant to the job. Build “buy in” toward selection decisions among hiring process stakeholders Structured interviews: Evaluate X All the May not motivational questions candidates by benefits of predict job asking pre-defined unstructured performance questions about interviews as well as interests, career situational or May be useful goals, and plans. behavioral for predicting interview tenure and questions organizational commitment

OCR for page 27
30 Assessment tool How does it What it measures What it does Common evaluate limitations candidates? What What What people people people have want to can do done do Interviews Structured interviews: Evaluate X All the May not situational questions candidates by benefits of predict job asking how they unstructured performance would respond to interviews as well as hypothetical behavioral May be useful situations similar to interview for predicting what they may questions how encounter on the candidates job. will handle situations they have not encountered in the past Structured interviews: Evaluate X All the May be less behavioral questions candidates by benefits of valuable for asking them to unstructured predicting describe interviews how experiences and candidates Considered to accomplishments will handle be the most that relate to situations effective type things they will they have not of interview have to do on the previously job. encountered Self-Report Measures Pre-screening Ask very direct X X Can be an Provides little questionnaires/weighted questions to efficient value for application blanks candidates to method to differentiating determine if they screen out between top possess specific poorly candidates skills, experiences, qualified Susceptible to or credentials candidates candidate needed to perform faking Readily a job (e.g., “are available Can be you willing to work through many difficult to weekends,” “have applicant develop you ever used MS tracking and effective Excel?”). staffing questions systems Personality Ask candidates a X Effective for May be questionnaires series of self- predicting perceived as descriptive “soft” aspects invasive or questions about of non-job- their likes, performance relevant by related to candidates preferences, behaviors, and past interpersonal experiences that style, Difficult to reflect personality emotional develop; easy traits associated stability, to create with job attitudes, and measures that motivation performance. do not work well

OCR for page 27
31 Assessment tool How does it What it measures What it does Common evaluate limitations candidates? What What What people people people have want to can do done do Self-Report Measures X Integrity & reliability Ask candidates X Useful for Little value about beliefs, tests screening out for predicting preferences, and applicants superior job experiences that likely to performance reflect a propensity engage in Only relevant counterproductive theft, drug for those jobs for use, and other where behavior. highly deviant employee behaviors counter- productivity is an issue Some questions may offend or insult applicants May be subject to legal restrictions in some states Biodata inventories Ask questions about X X Effective for May be previous life predicting perceived as experiences and “soft” aspects invasive or accomplishments of non-job- that show performance relevant by statistical such as candidates relationships to job interpersonal Difficult to performance. style, develop; easy emotional to create stability, measures that attitudes, and do not work motivation well Culture & work Ask questions about X Can be Tend to show environment fit job preferences, effective for low inventories values, beliefs, and predicting job relationships desired work satisfaction to actual job environment to and tenure performance predict Difficult to organizational develop; easy commitment and to create job satisfaction measures that with a specific job do not work or company. well

OCR for page 27

OCR for page 27