Class 

discussion 2

Kuljeet kaur(A00160207)
Canadore college Stanford
Recruitment and selection
Puninder kaur
 Talent assessment methods

Employing talent assessments can offer insight into both a candidate's ability to perform

the job they are being considered for and their compatibility with your organization's culture and

team. These pre-employment assessment tools help narrow down the pool of candidates to a

select few who possess the necessary qualifications, thus making the recruitment process more

efficient and effective.

Recruiters employ different methods of talent assessment to evaluate job candidates, and

these techniques vary in their ability to predict job performance. Here are some commonly used

talent assessment methods.

1. Work samples: Work samples are tasks that represent real projects that candidates

complete, often related to the position they're applying for. Studies have found that work

samples are highly effective in predicting job performance as they assess specific

competencies required for the job (Morgeson & Campion, 2003). However, it's important

to ensure that the assigned task is reasonable and not overwhelming for the candidate, as

this can negatively affect their experience and the employer's brand (Blickle et al., 2019).

2. Job simulations: Job simulations involve real-world scenarios that evaluate a candidate's

job-related skills and abilities, such as presenting or handling customer complaints. This

talent assessment tool provides recruiters with a better understanding of how a candidate

will perform on the job, including their problem-solving and decision-making abilities.

However, job simulations can be time-consuming to create and administer, and some

candidates may find them stressful. It's important to consider the pros and cons of using
 job simulations and ensure they are designed in a fair and unbiased manner (Collins et al.,

2017).

3. Cognitive ability testing: Cognitive ability tests measure a candidate's cognitive abilities

and can provide an objective measure of their potential for success in complex jobs.

However, they may not capture all aspects of a candidate's abilities and may be culturally

biased. It is essential to use them with other assessment methods and ensure fairness and

impartiality in their design and administration (Arthur et al., 2019).

4. AI-powered video interviews: Asynchronous interviews are starting to gain popularity

because they allow candidates to record their responses to questions and provide

interviewers the flexibility to review the responses whenever they are ready. These

interviews are not only convenient, but AI technology has also transformed them into

instruments for talent evaluation.

Most artificial intelligence applications have problems with built-in biases, and there are

questions regarding the scientific validity of using expression analysis to predict job

success.

5. Job trials: A tried-and-true method to evaluate a candidate's aptitude for carrying out

particular tasks and how they would fit in with your team. Applicants typically put in a

day or two of work for a predetermined wage. Both the employer and the candidate will

be able to determine whether they are a good fit.

But, because the hiring staff will need to be present when the prospect is being evaluated,

a few hours from their regular workday will be lost. It is better if job trials are limited to

the top candidates in a hiring process for this reason.

 6. Exercises and games: These are the less well-known talent evaluations. Exercises are

typically conducted in group interviews when applicants may be asked to collaborate in

order to solve a problem or have a discussion about a certain topic. The recruiting staff

will look at each applicant and make judgments about their skills and attitude.

The usefulness of these assessments may differ depending on how they are presented. For

instance, merely rating candidates during a group discussion could lead to prejudices.

But, allowing them to win modest competitions might produce more objective results.

Pre-employment screenings have been linked to the hiring of higher-quality workers who

are motivated and interested in their jobs, according to study. It goes without saying that firms

benefit from having more productive and capable personnel. Although the majority of businesses

claimed improved performance and satisfaction as a result of adopting screenings, it's crucial to

be aware of any potential drawbacks.

References

Arthur Jr, W., Glaze, R. M., Villado, A. J., & Taylor, J. E. (2019). The frequency and importance

of assessment center dimensions: A meta-analytic review. Journal of Business and

Psychology, 34(6), 677–697. https://doi.org/10.1007/s10869-019-09656-9

Blickle, G., Mattern, F., & Wihler, A. (2019). The use of work samples in selection: A critical

review and meta-analysis of their psychometric properties. International Journal of

Selection and Assessment, 27(4), 343-356. doi:10.1111/ijsa.12255

Collins, F. L., Cronshaw, S. F., & Rupp, D. E. (2017). Personnel selection in organizations. John

Wiley & Sons.

Morgeson, F. P., & Campion, M. A. (2003). Work sample tests: Validity, adverse impact, and

applicant reactions. International Journal of Selection and Assessment, 11(1), 40-52.

doi:10.1111/1468-2389.00221