A number of different instruments are used in evaluating finalists for a position as Human Resources Director. These include a resume, a cognitive abilities test, a job-knowledge test, a structured interview, and a pair of questions regarding what values and interests are most important to an individual applying for the job. This report will first assess the instruments or strategies, and then consider three applicants who are finalists for the position of Human Resource Director on the basis of their submissions.
The basic building block of any evaluation process of a future employee is the resume. A resume should contain complete educational and work experience and should highlight any major accomplishments, promotions, skills, credentials, or certifications that the applicant can present. The resume should be concise and to the point, while highlighting the strengths of the candidate in a manner designed to match a candidate to a specific position.
A cognitive ability test is used in employment assessment in order to gain an overview of the general cognitive skills or deficits that the job candidate possesses. Cognitive ability tests should be considered, according to Ivancevich (1998), as a single element within a more comprehensive evaluation and assessment process. This is because cognitive ability tests tap only a select range of abilities which may or may not be related directly to the job.
A knowledge test in contrast, is generally prepared with regard to the specific theoretical constructs and practices that are associated with a particular work role or position (Ivancevich, 1998). A knowledge test gives an evaluator a better understanding of how the job applicant has acquired role-specific information as a result of prior education and work experiences.
The structured employment interview is extremely useful in the interview and evaluation process because it ensures that all applicants for a ...