Staffing Assessment

p‌‍‍‌‌‍‌‌‌‌‌‍‍‍‌‌‌‌‍lease answer any 2 "discussion questions" from the back of Chapter 8, Chapter 9, and Chapter 10. To be clear, this is a total of 6 que‌‍‍‌‌‍‌‌‌‌‌‍‍‍‌‌‌‌‍stions (2 from each chapter). As noted, you can pick the questions. Please add some depth to your responses. No outside references are required‌‍‍‌‌‍‌‌‌‌‌‍‍‍‌‌‌‌‍.Chapter 8

Discussion questions

1. What types of measures of job candidates are most likely to be high in terms of their reliability and validity? Does this make them more useful? Why or why not?

2. How would you explain to your supervisor that the cor- relation between interview scores and new hire quality is low and persuade them to consider a new job appli- cant evaluation method?

3. What correlation would you need to see before you were willing to use an expensive assessment test?

4. When would it be acceptable to use a measure that pre- dicts job success but that has adverse impact?

5. What do staffing professionals need to know about measurement?

Chapter9

Discussion questions

1. When should employers reassess the assessment meth- ods they use in hiring?

2. Discuss the advantages and the disadvantages of both structured and unstructured interviews. Which would you prefer to use? Why?

3. Why go to all the trouble of sometimes costly and time- consuming assessments when there are no guarantees they will result in a successful hire?

4. What do you feel are the least effective external assess- ment methods? Why?

5. Do you think that it is appropriate for employers to re- search applicants' backgrounds? What about credit his- tories? Substantiate your answer.

Chapter10

Discussion questions

1. How is internal assessment useful for more than just evaluating employees for other positions in the company?

2. Do you feel that multisource feedback is appropriate? Why or why not?

3. Using the nine-box matrix, an employee doing a good job might be rated lower than a mediocre employee who has been working in a developmental stretch

assignment. Do you feel that this is fair? Why or why not?

4. Given how important succession management pro- grams are, how can companies persuade their managers to support and commit to their succession management activities?

5. Why is it important to integrate succession manage- ment with career planning?

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