Out of all the selection assessments presented in the text below, choose one (1) that you believe is most effective for selecting a candidate for any given role. List three (3) benefits for that assessment and describe why you believe each benefit would be appropriate for selecting the right employee. Next, give your opinion on the extent to which the use of technology in the selection process adds value to organizations, and provide at least one (1) example to support your answer.
Selection assessments:
Knowledge test: A multiple-choice training posttest of knowledge of the tools, machines, and equipment used in a factory and designed to measure how well the new hire has learned essential job information taught in classroom training.
Skill test: A practical exercise or simulation that tests the candidate's effectiveness in using Microsoft Word software.
Ability test: The Watson-Glaser Critical Thinking Appraisal, a multiple-choice reasoning test, in which the examinee reads a short or medium-length passage and draws logical conclusions about the statements, choosing the answer that makes the best logical sense. Many other ability tests are similar in appearance and format to educational tests that are familiar to students (e.g., the Scholastic Aptitude Test [SAT], the Miller Analogies Test [MAT], and the Graduate Record Examination [GRE]).
Personal attributes test: A multiple-choice personality assessment in which the examinee reads statements such as "I enjoy making presentations in front of large groups of people" and indicates the extent to which she or he agrees or disagrees with these statements. Results are scored on several scales or dimensions.
Work simulation: An in-basket exercise in which the examinee must examine the variety of types of information (correspondence, reports, and other information) and also interact with simulated coworkers, employees, or other business associates (whether computer simulated or role-played by actors over the telephone or in person). The examinee is evaluated on a variety of dimensions, from accuracy and the quality of decisions to work-related competencies, interpersonal skills, and other personal attributes.
Here is a more comprehensive list of assessments, as provided by the Society for Industrial and Organizational Psychology (SIOP): Selection procedures refer to any procedure used singly or in combination to make a personnel decision, including, but not limited to, paper-and-pencil tests, computer-administered tests, performance tests, work samples, inventories (e.g., personality, interest), projective techniques [ambiguous stimuli such as inkblots or pictures, often used for personality assessment], polygraph [lie detector] examinations, individual assessments, assessment center evaluations [summaries of multiple assessments, as evaluated by multiple raters], biographical data forms or scored application blanks, interviews, educational requirements, experience requirements, reference checks, background investigations, physical requirements (e.g., height or weight), physical ability tests, appraisals of job performance, computer-based test interpretations, and estimates of advancement potential