INITIAL ASSESSMENT METHODS Five Initial Assessment Methods Application

INITIAL ASSESSMENT METHODS

Five Initial Assessment Methods Application blanks Resumes and cover letter Initial interview Biodata Reference report

Application Blanks Written form applicants background concerning educational requirement, training and job experiences. ADVANTAGES Verify the data presented and obtain data omitted on the resume The organization dictates what information is presented.

Educational Requirements Level of education to predict job performance measured by the attainment of a degree Grade point average GPA more valid than high school grades most valid in predicting early job performance. QUALITY OF SCHOOL The reputation of the school is the top reason for recruiting at a particular university Major field of study Extra curricular activities

Training and job experiences An employee who receives the necessary training is better able to perform her job understanding how organizations work or bringing a job they have read about to life

RESUMES Resume can be defined as a brief account of summary of a person’s education qualification and previous experience , typically sent with a job application. Submission of resume can be via email or through on line, forms on the organizations website Resume can be stored traditionally by using filling method or being stored electronically in the folder of computers. Applicant sending resumes by using online forms or electronically scan ready with readable format Accuracy of the information of applicant inside the resumes and cover letters can be verified with other predictors such as background checks.

Cover letter is a written document that submitted with job application explaining the applicant’s credentials and interest in the open position. A good cover letter compliments a resumes by expanding on resume items relevant the job and make a sales pitch for why the applicant is the best person for that job. Biggest area of distortion or misinformation in the resume are the following Inflated titles inaccurate dates to cover up job-hopping or employment gaps Half finished degrees, inflated education, or purchased degrees

Initial interviews Initial interview occurs very early in the initial assessment process as applicant are relatively undifferentiated to the organization in terms of KSAOs. Interview should be focus on an assessment of KSAOs that are absolute requirements of applicant Limitations of initial interview is that it perhaps the most expensive method of initial assessment cost can be reduced by conduct video or computer interviews.

ADVANTAGES OF VIDEO AND COMPUTER INTERVIEWS Allow interviews to be securely stored , shared with others in organization and accompanied by ratings and comment. Low cost as for employers that wish to interview only few applicants at a given location. Interviews can be arranged on short notice DISADVANTAGES OF VIDEO AND COMPUTER INTERVIEWS Do not permit face to face contact and that the quality of the video connection can , at times be poor.

BIODATA Also called biographical information. Is personal history information on an applicant’s background and interest. The best predictor of future behavior is past behavior Biodata can also used for substantive selection decisions. Biodata have similarities with background checks in that both look into an applicant’s past. But have differences between biodata and background checks Background checks examines an applicant’s background and conducted through records checks and conversations with reference.

Reference checks usually the person contacted is the immediate supervisor of the applicant or in the HR department of current or previous organizations with which the applicants had contact. The most common information sought is on criminal background and verification of employment eligibility , former employers , dates of previous employment and former job titles LIMITATIONS The record can be wrong or misinterpreted. Can place a seemingly permanent bar on the reemployment of reformed criminals. Many labor unions have historically resisted background checking. More organizations are thoroughly checking applicant’s background even when security is not a particular issue.