1. Evaluate the types of employee testing that companies may require that are discussed in the text. Determine the two tests that you consider the most important. Support your reasoning.
Go to Human Metric's Website and take the Jung Typology Test (sample of the Myers Briggs personality test). Next, examine your test results. Determine whether you believe this type of personality test is beneficial to an organization. Support your position.
2. Please respond to this post.
The two tests that I consider the most important is:
Personality Testing - With this test it measures more than just your personality it also measures if an individual is agreeableness, extraversion, openness to experience, emotional stability, and conscientiousness. This assessment shows traits that is consistency in a person behavior. For instance, given a personality test will help determine or find individual who is the perfect fit for a certain position that too have those traits listed above.
Pre-Employment Testing - This test can allow an organization to screen individual qualities in a range of areas such as their cognitive ability and physical capabilities before their formal interview. This test saves money and time because as we know new hires costs money to train, salary and benefits, expenses and office equipment. Therefore, the ones with undesirable qualities or limited knowledge of their business work flow can be weeded out and not invited in for the second interview.
3. Compare and contrast the structured interview, situational interview, and behavioral interview. Determine which type of interview would be more beneficial when interviewing applicants. Support your selection.
4. Please respond to this post
The structured interview, which is known as technical interviews, are conducted to check the knowledge to subject; the situational interview uses questions based on hypothetical situations based on the future; and the behavioral interview that uses questions concerning behavior in past situation.
Structure interviews are incorporating multiple rates, common questions, and standardized
evaluation procedures; it can be formal with a panel of interviewers to ask several questions which can be quit overwhelming.
Behavioral interviews are most about a person past stories or experiences that has exhibit their behaviors as well, searching your memory to be able to describe certain question that may arise such as, a time where you had to make a critical decision, your biggest professional mistake, a time you disagreed with a supervisor etc.
Situational interviews are more reliable indicators about how you will handle situations in the future because chances are that if you supply an answer that will adequately solve the problem, you would also perform that same action if put in that situation.
I think the Interview that would be more beneficial with applicants is the Behavioral Interview because it allows the interviewer to identify the skill and strength that one is capable to accomplish and achieve. As well it will show if an individual is the right candidate to join their team or organization.