Practical Resources for Recruiting Minorities for Chief Executive Officers at Public Transportation Agencies (2011) / Chapter Skim
Currently Skimming:
E Types of Assessments
E Types of Assessments
Pages 27-33
The Chapter Skim interface presents what we've algorithmically identified as the most significant single chunk of text within every page in the chapter.
Select key terms on the right to highlight them within pages of the chapter.
From page 27... ...
. X Identify people who may work under the influence of controlled substances and engage in other counterproductive behaviors associated with drug use Not useful for predicting superior job performance Will not identify poor hires who do not use drugs May be relatively costly compared to other assessments Physical ability tests Require candidates to perform physical tasks such as lifting weights, completing cardiovascular exercises, or demonstrating flexibility.
|
From page 28... ...
X Provide insight into candidate's fiscal responsibility; may be particularly relevant for jobs where candidates will have direct access to cash Debate exists about appropriateness of using credit information to evaluate candidates; may be perceived as invasive by candidates May be relatively costly compared to other assessments Investigations Criminal record checks Searches public records and private databases to determine if applicants have any prior criminal convictions. X Identify people with known criminal histories who are more likely to engage in counter- productive behavior Not useful for predicting superior job performance Will not identify poor hires who do not have a criminal record compared to other assessments May be relatively costly Assessment tool How does it evaluate candidates?
|
From page 29... ...
Depends on the questions used Depends on the questions used Depends on the questions used Can be used to build relationships with candidates Build "buy in" toward selection decisions among hiring process stakeholders May not predict job performance Structured interviews: motivational questions Evaluate candidates by asking pre-defined questions about interests, career goals, and plans. X All the benefits of unstructured interviews May be useful for predicting tenure and organizational commitment May not predict job performance as well as situational or behavioral interview questions Resume capture & reviews Evaluate candidates based X Good for May overlook Resume Screens Electronic recruiting agents Search the Web for qualified candidates based on words found in resumes posted on internal or external career boards.
|
From page 30... ...
X Effective for predicting "soft" aspects of performance related to interpersonal style, emotional stability, attitudes, and motivation May be perceived as invasive or non-jobrelevant by candidates Difficult to develop; easy to create measures that do not work well Self-Report Measures Pre-screening questionnaires/weighted application blanks Ask very direct questions to candidates to X X Can be an efficient method to Provides little value for differentiating Structured interviews: situational questions Evaluate candidates by asking how they would respond to hypothetical situations similar to what they may encounter on the job. X All the benefits of unstructured interviews May be useful for predicting how candidates will handle situations they have not encountered in the past May not predict job performance as well as behavioral interview questions Interviews Assessment tool How does it evaluate candidates?
|
From page 31... ...
X X Useful for screening out applicants likely to engage in theft, drug use, and other highly deviant behaviors Little value for predicting superior job performance Only relevant for those jobs where employee counterproductivity is an issue Some questions may offend or insult applicants May be subject to legal restrictions in some states Biodata inventories Ask questions about previous life experiences and accomplishments that show statistical relationships to job performance. X X Effective for predicting "soft" aspects of performance such as interpersonal style, emotional stability, attitudes, and motivation May be perceived as invasive or non-jobrelevant by candidates Difficult to develop; easy to create measures that do not work well Self-Report Measures Assessment tool How does it evaluate candidates?
|
From page 32... ...
. X X Useful for determining candidates' skill level with regard to critical job functions May assess things that could be learned onthe-job Situational Measures Low-fidelity job simulations/situational judgment tests Ask candidates questions about different hypothetical work situations.
|
From page 33... ...
X Can be very effective for predicting performance of job tasks that involve processing and reacting to information in real time If designed properly, can be highly engaging for applicants; provide a realistic preview of job activities Relatively unexplored type of assessment Scores on cognitive tasks tend to be related to ability test scores; may show adverse impact Can predict "soft" skills associated Can require considerably more time to Situational Measures Assessment tool How does it evaluate candidates? What it measures What it does Common limitations What people have done What people want to do What people can do
|
Key Terms
This material may be derived from roughly machine-read images, and so is provided only to facilitate research.
More
information on Chapter Skim is available.