ATBU Unit 6 Staffing Organizations Hiring Managers Responsibility Discussion

Complete: The minimum word count for all complete sections combined is 1500 words per unit. The general expectation is 2000 words or more per unit. Complete section should be supported by at least three peer-reviewed references while 6-8 references is the general expectation. The text may also be used in responses but does not count toward the minimum. The seventh edition of the APA Guide is now force.

Cited sources that I have attached from my school library:

References

Heneman, H. G., Judge, T., & Kammeyer-Mueller, J. D.

(2014). Staffing organizations (8th ed.). Middleton, WI:

McGraw-Hill.

Olaru, G., Burrus, J., MacCann, C., Zaromb, F. M., Wilhelm, O., & Roberts, R. D. (2019). Situational Judgment Tests as a method for measuring personality: Development and validity evidence for a test of Dependability. PLoS ONE, 14(2), 1–19. https://doi-org.bethelu.idm.oclc.org/10.1371/journal.pone.0211884

Rossi, G., Debast, I., & van Alphen, S. P. J. (2017). Measuring personality functioning in older adults: construct validity of the Severity Indices of Personality Functioning – Short Form (SIPP-SF). Aging & Mental Health, 21(7), 703–711. https://doi-org.bethelu.idm.oclc.org/10.1080/13607863.2016.1154012

Hausdorf, P. A., & Robie, C. (2018). Understanding subgroup differences with general mental ability tests in employment selection: Exploring socio?cultural factors across inter?generational groups. International Journal of Selection & Assessment, 26(2–4), 176–190. https://doi-org.bethelu.idm.oclc.org/10.1111/ijsa.12226

Courneya, C. A., Wright, K., Frinton, V., Mak, E., Schulzer, M., & Pachev, G. (2005). Medical student selection: choice of a semi-structured panel interview or an unstructured one-on-one interview. Medical Teacher, 27(6), 499–503. https://doi-org.bethelu.idm.oclc.org/10.1080/01421590500087340

Kluemper, D., McLarty, B., Bishop, T., & Sen, A. (2015). Interviewee Selection Test and Evaluator Assessments of General Mental Ability, Emotional Intelligence and Extraversion: Relationships with Structured Behavioral and Situational Interview Performance. Journal of Business & Psychology, 30(3), 543–563. https://doi-org.bethelu.idm.oclc.org/10.1007/s10869-014-9381-6

Howard, A. (1974). An Assessment of Assessment Centers. Academy of Management Journal, 17(1), 115–134. https://doi-org.bethelu.idm.oclc.org/10.2307/254776

Williams, R. S. (1983). Assessment Centers and Managerial Performance (Book Review). Journal of Occupational Psychology, 56(3), 267–268.

Complete Assignment Questions:

What are some of the reasons that traits like conscientiousness or core self-evaluations, as measured by personality tests are likely to relate to job performance across many occupations? Why isn’t extroversion as consistently beneficial on the job?

Why is it so hard to get a good measure of a person’s personality? What are some of the best techniques for measuring personality?

Describe some of the positive features of general mental ability tests that make them attractive for selection purposes. What are the drawbacks?

Describe the advantages of structured interviews compared to unstructured interviews. Consider why so many companies still use unstructured interviews, and what you would advise them.

What is the main difference between situational and behavioral structured interviews? When would it be better to go with a situational interview? When would it be better to go with a behavioral interview?

What is an assessment center? What are the key activities that are used to assess people?

When using managerial performance reviews for selecting candidates for promotion, what is the advantage of using measures based on potential for future jobs? What is the advantage of using measures based on performance in the current job?