External assessment methods
- 1. External Assessment Methods Submitted to: Ms. Zeenat Shahana Lecturer Department of HRM Premier University
- 2. Name ID Sartaj Noor 1403010107855
- 3. External Assessment The goal of external assessment is to see if there are any sufficiently skilled or qualified job applicants to fill and perform the existing job vacancies.
- 4. A wide variety of external assessment methods exist including: 1. Screening Assessment Methods 2. Evaluative Assessment Methods 3. Contingent Assessment Methods
- 5. Screening Assessment Methods These are used to narrow a pool of job applicants down to a smaller group of job candidates. These include: a) Resumes and cover letters b) Job applications c) Weighted application blanks d) Bio data
- 6. Resumes and cover letters Applicants volunteer information about themselves and their interest in the position in a cover letter, and provide a resume summarizing relevant education, work and nonwork experiences. It is important to confirm the accuracy of any resume information as it will be used to make hiring decisions. Many firms now use automated resume scanning and screening software.
- 7. Job applications These are forms that require applicants to provide written information about their skills and education, job experiences and other job relevant information. They help to ensure that consistent information is collected. To standardize the information collected, some organizations are now using online applications which are fast and cost- efficient.
- 8. Weighted application blanks It is a job application on which different information receives different weights, i.e. weighted values are assigned to each relevant question. A weighted scoring system or key is used to evaluate the answers of applicants. It is well received by applicants, relatively inexpensive and easy to use.
- 9. Bio data It consists information about candidates’ interests, work experiences, training and education. It is collected via questionnaires that allow people to describe more personal aspects about themselves. For ethical and legal reasons, bio data items should not be intrusive or make the respondent uncomfortable, i.e. it should not inquire about activities or events over which the individual has no control.
- 10. sassDifference between job application, weighted application blank and bio- data Job applications are the forms job applicants complete to provide information about themselves Weighted application blanks look like regular job application forms but the applicants’ responses are scored and combined to determine the individual’s fit with the job and organization When items on a job application are evaluated to predict job success, these items become bio-data.
- 11. Evaluative Assessment Methods These are used to evaluate the pool of job candidates to determine who will be hired. These include: a) Cognitive and non- cognitive ability tests b) Integrity tests c) Polygraph tests d) Interviews
- 12. Cognitive and non-cognitive ability tests Cognitive ability tests are computerized or paper- and- pencil tests that assess a person’s general mental abilities including verbal and mathematical reasoning, logic and perceptual abilities. These are used for jobs that require innovation and continual training. Non-cognitive ability tests include: a) Psychomotor tests that assess the capacity of a person to control objects (arm- hand steadiness) b) Sensory tests that assess visual, auditory and speech perception (ability to discriminate colors) c) Physical ability tests that assess a physical abilities (strength/flexibility) For example, firefighters must be able to carry heavy hoses up stairs. Applicants often dislike these tests because they do not seem job related. • They are highly valid, well received by applicants and easy to use.
- 13. Integrity tests These are written tests that use multiple- choice or true/false questions to measure candidate’s self- control, conscientiousness, dependability, ethics and values. They are relatively inexpensive and can be administered any time during the hiring process.
- 14. Polygraph tests It measures and records physiological factors which are thought to be indicators of anxiety, including a candidate’s blood pressure, respiration and pulse while s/he answers a series of questions. Polygraphs are thought to assess lying and honesty because anxiety often accompanies the telling of lies.
- 15. Interviews
- 16. Unstructured and Structured interviews Unstructured interviews ask questions that vary from candidate to candidate and that differ across interviewers. The interviewer relies on his or her personal theories to make a quick evaluation of the candidate when the interview has finished. • Structured interviews are those in which candidates are asked a series of standardized, job- related questions with predetermined scores for different answers. • The reliability and validity of unstructured interviews can be low due to their lack of consistency. Structured interviews tend to be quite reliable and valid because the same questions are asked in the same way for all applicants and distortions caused by interviewer bias are reduced.
- 17. Behavioral and situational interviews The choice of behavioral or situational interview depends on the prior work experience of candidates. Behavioral interviews are useful to evaluate candidates who have employment experience. Situational interviews are useful to evaluate candidates with limited work experience. Behavioral interviews are those that use information about what the applicants have done in the past to predict their future behaviors. Situational interviews involves asking candidates how they might react to hypothetical situations.
- 18. Contingent Assessment Methods These are used when the firm has identified whom it wants to hire. If the finalist passes the contingent assessment, their contingent job offer becomes a formal job offer. These include: a) Background check b) Medical and drug test
- 19. Background check It assesses factors such as a candidate’s personal and credit information, character, lifestyle, criminal history and general reputation. It is used in many industries, including financial services, health care, childcare and eldercare. Employers must tell candidates that background checks will be conducted and the candidates must first give their written consent.
- 20. Medical and drug test It can give the following information: Whether the applicant is medically fit for the specific job or not; Whether the applicant has any psychological problem likely to interfere with work efficiency; and Whether the applicant suffers from any physical disability which should be healed before he can work satisfactorily.