Talent Acquisition

Question 1

3 categories of assessment methods

Answer 1

substantive, discretionary, and contingent

Question 2

Give examples of substantive (pre-emploment) assessments

Answer 2

Cognitive ability tests, personality tests, aptitude tests, psychomotor tests (strength, physical dexterity), assessment centers,

Question 3

Characteristics and pitfalls of discretionary assessment methods

Answer 3

Characteristics:

• Applicant characteristics that are assessed are typically very subjective and rely heavily on the intuition of the decision-maker.
• Organizations intent on maintaining strong cultures may consider assessing the person/organization match.

Largely because of their subjective nature, discretionary assessments should not be used solo; substantive methods should precede them.

Question 4

Give examples of contingent assessments

Answer 4

Drug tests, medical exams (Reasons for rejecting an applicant on the basis of the exam must be job-related.)

Ex: such as hypertension that impacts an airline pilot’s in-flight abilities).

Question 5

Give examples of cross-cultural assessment tools

Answer 5

Cross-Cultural Adaptability Inventory, Cultural Orientations Indicator, Intercultural Development Inventory, SAGE (Self-Assessment for Global Endeavors)

Question 6

Two questions an EVP answers

Answer 6

“Why would a talented person want to start working for an organization and why would they want to continue to work for the organization?”

Question 7

How to calculate yield ratio (to determine success of recruiting efforts)

Answer 7

The yield ratio is determined by dividing the number of qualified applicants by the number of total applicants

Example: 36 qualified / 150 total applicants = 24%

Question 8

Give examples of job specifications

Answer 8

years of experience, education, certifications, etc