Staffing Assessments

KSA-based Assessment and Task-based Assessments

According to Phillips & Gully (2014), the selection process includes employment interviews and skill tests to evaluate a candidate’s qualifications and capabilities so that the right candidate can be hired to fill the vacant position. The primary selection assessments include task-based and KSA-based assessments (Edenborough, 2007). The task-based assessments evaluate a person’s ability to complete the tasks in the vacant position. In addition, they are administered through situation judgment tests, assessment centers, work sample tests, and physical ability tests. Contrastingly, KSA-based assessments gauge an individual’s knowledge, skills, and abilities. Besides, these assessments are administered through cognitive ability tests, personality tests, job knowledge tests, and integrity tests. Further, KSA-based assessments are also conducted through physical fitness tests, biographical data, and structured interviews.

I recommend KSA-based assessments because they help distinguish one candidate from the other, enabling the hiring team to determine the most talented candidate with the ideal qualities and skills to fill the vacant position. Besides, KSA-based assessments are legally defensible because they cannot be done without the candidate’s consent.

I would not recommend task-based assessments because they do not portray a candidate’s uniqueness. It also makes it hard for the hiring team to determine whether the performance of a candidate was genuine because, in some instances, such as assessment centers and physical ability tests, the candidates may perform well to impress the hiring team and get the job but fail to maintain the excellent performance when they secure the job.

 Why Managers Often Prefer an Unstructured Interview to a Structured Interview and Strategy to Convince Them of the Importance of Implementing a Structured Interview.

According to Wilson (2014), an unstructured interview is an interview that does not follow a specific format. Managers prefer an unstructured interview because it provides a better understanding of an individual, mainly because the questions can be framed based on the specific information the manager wants. I would convince the managers of the importance of implementing a structured interview by explaining the benefits of this type of interview to the organization. For instance, I could explain to the managers that structured interviews effectively compare multiple job candidates because they are all asked the same questions.

References

Edenborough, R. (2007). Assessment methods in recruitment, selection & performance: A manager’s guide to psychometric testing, interviews, and assessment centers. Kogan Page Publishers.

Phillips, J. M., & Gully, S. M. (2014). Strategic staffing. Prentice Hall.

Wilson, C. (2014). Unstructured interviews. Interview Techniques for UX Practitioners, 43-62. https://doi.org/10.1016/b978-0-12-410393-1.00003-x

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Staffing Assessments

Unit Learning Outcomes
Assess the practical significance of various ability tests. (6)
Appraise how ability tests can be more legally defensible. (6)
Assess the practical significance of integrity tests. (6)
Assess the practical significance of work sample tests. (7)
Appraise strategies to limit adverse impact in the interview process. (1)
Analyze the legal implications of drug testing. (1)
Select when situational judgment tests should be used. (1)
Evaluate personality testing (6)
Recommend strategies for reducing disparate impact in selection predictors. (1)
Explain the importance of structured interviews vs. unstructured interviews (1)
Assess the practical significance of application forms, bio-data, and reference checks (1)
Directions
Answer BOTH discussion questions and respond to at least two peers. Include at least two outside sources in your postings for full credit.

Discussion Questions
Select one of the selection assessments you recommend and one you would not. Please explain why you recommend it and what makes your choice more legally defensible.

Why do managers often prefer an unstructured interview to a structured interview? How would you convince the managers to implement a structured interview?

ISBN: 978-1-948426-86-2