Reference no: EM133984937

Question

Different information can be gathered from different sources throughout the interview process. Resumes can provide the initial information, interviews can enhance that information and contribute more, and various tests can finalize and conclude. Although interviews are the most widely used recruitment tool, they can be flawed, and bias can be made. With that being said, "In order to offset the flaws involving resumes and interviews, employers use various forms of testing to gain a better insight into the 'fit' between applicants and an organization" (O'Meara and Petzall, 2013, p. 133).

Not all positions benefit from tests and those that do, the employers must make sure that the tests are reliable and valid. Tests must have solid measurables and rating scales to gather and interpret results. Additionally, the interview committee must be well trained in all aspects that can arise from the interview process. Bias will not be formed, all laws and regulations will be followed, and the correct candidate will be chosen when all parties of the interviewing committee are thoroughly trained in this process.

Cognitive tests measure the person's cognitive abilities and then rank them based off other's answers, either above average, below average, or average. These types of tests are beneficial when used correctly. For example, testing the applicant on specific knowledge that relates to the job, not just on general knowledge, will accurately assist in identifying a candidate.

Personality tests assess a candidate's attitude, value, motivation, intelligence, and behavior. Personality tests can alter from day to day depending on someone's current mood. These tests can be biased and be thought of as judgmental or even as an invasion of privacy although they are beneficial to assist in finding a candidate that fits the company's mission.

Physical ability tests are useful for jobs that require the applicant to be performing physical activities. This type of test can determine whether an applicant is physically able to perform the requirements, although all jobs do not require this.

Tests or evaluations performed after the candidate is hired are also common. In my organization some positions require satisfactory completion of a four-month probationary period. During this period, the supervisor will rate the employee two times within the four months. Depending on the rating outcome, the employee will continue the position, or they will need to discuss another route.

Human resources must ensure that all tests do not violate employment laws or equal opportunity. Protected categories including, but not limited to race, religion, gender, etc. should not be included in the tests. It is important that tests are not the deciding factor of hiring a candidate, and other forms of recruitment play a part in the final decision.