Employment testing

• 1. Evaluate the types of employee testing that companies may require  that are discussed in the text. Determine the two tests that you  consider the most important. Support your reasoning.
• Go to Human Metric’s Website  and take the Jung Typology Test™ (sample of the Myers Briggs  personality test). Next, examine your test results. Determine whether  you believe this type of personality test is beneficial to an  organization. Support your position.

2. Please respond to this post.

The two tests that I consider the most important is: 

Personality  Testing – With this test it measures more than just your personality it  also measures if an individual is agreeableness, extraversion, openness  to experience, emotional stability, and conscientiousness. This  assessment shows traits that is consistency in a person behavior. For  instance, given a personality test will help determine or find  individual who is the perfect fit for a certain position that too have  those traits listed above.

Pre-Employment  Testing - This test can allow an organization to screen individual  qualities in a range of areas such as their cognitive ability and  physical capabilities before their formal interview. This test saves  money and time because as we know new hires costs money to train, salary  and benefits, expenses and office equipment. Therefore, the ones with  undesirable qualities or limited knowledge of their business work flow  can be weeded out and not invited in for the second interview.

3.  Compare and contrast the structured interview, situational interview,  and behavioral interview. Determine which type of interview would be  more beneficial when interviewing applicants. Support your selection.  

4. Please respond to this post

The structured interview, which is known as technical interviews, are conducted to check the knowledge to subject; the  situational interview uses questions based on hypothetical situations  based on the future; and the behavioral interview that uses questions  concerning behavior in past situation. 

Structure interviews are incorporating multiple rates, common questions, and standardized

evaluation procedures; it can be formal with a panel of interviewers to ask several questions which can be quit overwhelming. 

Behavioral  interviews are most about a person past stories or experiences that has  exhibit their behaviors as well, searching your memory to be able to  describe certain question that may arise such as, a time where you had  to make a critical decision, your biggest professional mistake, a time  you disagreed with a supervisor etc. 

Situational  interviews are more reliable indicators about how you will handle  situations in the future because chances are that if you supply an  answer that will adequately solve the problem, you would also perform  that same action if put in that situation.

I  think the Interview that would be more beneficial with applicants is  the Behavioral Interview because it allows the interviewer to identify  the skill and strength that one is capable to accomplish and achieve. As  well it will show if an individual is the right candidate to join their  team or organization