ASSESSING CANIDATES

•  Instructions
  Download the document Week 5 Assessment Tools [DOCX],  and read about the three assessment tools: the DiSC assessment, the  Cognitive Criteria Aptitude Test (CCAT), and the Emotional Intelligence  Appraisal.
• Read each hiring scenario (these are also included in the document):
  Scenario 1: Your  human resources department needs to hire a new Employee Relations  Manager (ERM). This person’s job is to manage conflict and workplace  issues between managers and employees across three separate departments.  The ERM must be able to handle disgruntled employees and managers with  compassion, discretion, and professionalism in situations where tempers  may run high.
  Scenario 2: You need  one more person on a team you’re putting together to launch a new tech  startup business. You want to make sure this person’s personality  balances out with the others you’ve already hired. Specifically, you’re  looking for someone enthusiastic and outgoing, but also detail-oriented  and focused.
  Scenario 3: You’re  hiring a new financial analyst for your organization. This position  needs an individual with strong problem-solving and reasoning skills as  well as in-depth mathematical abilities.
  For each scenario, compare the three assessment tools, and  decide which one would be the most effective in evaluating a candidate  for the position. Write an answer for each scenario in one  well-developed paragraph in which you identify the most effective tool  and explain why it is more appropriate than the other tools.
  Submission Requirements
  Check your assignment for grammatical errors.
  Review what you have written for clarity.
  Submit the completed assignment on the Worksheet in the document, Week 5 Assessment Tools.
  This course requires the use of Strayer Writing Standards. For  assistance and information, please refer to the Strayer Writing  Standards link in the left-hand menu of your course. Check with your  professor for any additional instructions.
   
      
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JGR200

Week 5 Assessment Tools Reading

Read about the three assessments in this document and complete the worksheet that follows.

I. The DiSC Assessment

The DiSC Assessment
is a behavior assessment tool that we learned about in JGR 100. It centers on four different behavioral traits:
Dominance,
Influence,
Steadiness, and
Conscientiousness. DiSC can be used to assess an employee’s general personality, and which type of job (and accompanying work style) may suit them best.  It can also help to identify someone’s management style and how they can most efficiently manage employees with differing personalities.

SAMPLE DiSC QUESTIONS

1. In my work environment, it is most important to me to:

a. Help co-workers and to be in a peaceful environment.

b. Feel that my co-workers admire me and to be free from rigid rules.

c. Know exactly what is expected of me and to finish one task before moving to another.

d. Get things done and to see results.

2. In my work environment, it is least important to me to:

a. Help co-workers and to be in a peaceful environment.

b. Feel that my co-workers admire me and to be free from rigid rules.

c. Know exactly what is expected of me and to finish one task before moving to another.

d. Get things done and to see results.

3. When someone offers an opinion or conclusion and I disagree, I am most likely to…

a. Tell them that I disagree.

b. Say something humorous.

c. Ask for more information.

d. Nod and say nothing.

If you want to learn more about the DiSC Assessment, check out their website!

DiSC Profile

II.  The Criteria Cognitive Aptitude Test (CCAT)

The CCAT measures an individual’s aptitude, or ability, to solve problems, digest and apply information, learn new skills, and think critically. The CCAT consists of 50 items that involve reasoning and problem-solving skills that need to be completed in just 15 minutes.

Tests like this are useful predictors for success in hiring people for jobs that require problem-solving and analytical skills. Not only that, but research also shows that cognitive aptitude is one of the most accurate predictors of job success: twice as predictive as job interviews, three times as predictive as experience, and four times as predictive as education level.

SAMPLE CCAT QUESTIONS

1) If a train travels at a speed of 400 miles per hour, how many hours will it take to travel 3000 miles?

A. 5

B. 6

C. 6.5

D. 7

E. 7.5

Answer: E

2) Only professors work on the 5th floor. Some secretaries work on the 3rd floor. Jonathan is a professor.

Jonathan works on the 5th floor. Is this statement:

A. Correct.

B. Incorrect.

C. Unable to be determined from the information.

Answer: C

Follow this link if you want to learn more about the CCAT.

Criteria Cognitive Aptitude Test (CCAT)

III. The Emotional Intelligence Appraisal

As we discussed in week 4, Emotional Intelligence is the capacity to assess and be aware of both your own emotions and those of others, and to use that knowledge to interact in an empathetic and productive manner.

The Emotional Intelligence Appraisal provides an overall EQ score and measures each individual’s capacity for self-awareness, self-management, social awareness and relationship management.
SAMPLE EI TEST QUESTIONS:

ALWAYS

OFTEN

SOMETIMES

RARELY

People have told me I’m a good listener.

I stay calm under pressure.

I handle criticism well.

Key: There are no right or wrong answers, but more positive = more EI points.

Here’s where you can find more information about the Emotional Intelligence Appraisal.

Emotional Intelligence Appraisal

Week 5 Worksheet

Read each hiring scenario. For each scenario, decide which of the three tools would be the most effective in evaluating a candidate for the position. 

Write your answers in this document, beginning each answer directly after the scenario it applies to. Explain which tool you chose and why the tool is more appropriate than the other tools. Your answer should be a well-developed paragraph that includes references to the course resources.

· SCENARIO #1: Your human resources department needs to hire a new Employee Relations Manager (ERM). This person’s job is to manage conflict and workplace issues between managers and employees across three separate departments. The ERM must be able to handle disgruntled employees and managers with compassion, discretion and professionalism even in situations where tempers may run high.

· SCENARIO #2: You need one more person on a team you’re putting together to launch a new tech startup business. You want to make sure this person’s personality balances out with the others you’ve already hired. Specifically, you’re looking for someone enthusiastic and outgoing, but also detail-oriented and focused.

· SCENARIO #3: You’re hiring a new financial analyst for your organization. This position needs an individual with strong problem-solving and reasoning skills as well as in-depth mathematical abilities.

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