A structured interview is a form of assessment where a candidate responds to questions about his or her skills and work accomplishments. An oral examination is similar to a written essay except that the questions are asked verbally and there is the possibility of asking further questions and clarifying answers. Both of these assessment methods are best suited for initial certification and for use in combination with other tools. The assumption underlying this approach is that a candidate’s past performance is the best predictor of future performance. The following table outlines the advantages and disadvantages of these tools.
Advantages
Can assess candidates’ soft skills (in case of structured interview) and knowledge (in case of oral examination)
Relatively easy to develop
Disadvantages
Must develop a thorough scoring key
Requires trained assessors (often 2 or more conducting the interview)
Can be time consuming and expensive to administer and score
Candidate is aware of evaluation and may respond in a dishonest fashion to meet assessor expectations
Candidates may misrepresent their achievements
This post is based on content from 'Assessment Tools Certification' by Human Resource Systems Group, Ltd.
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