Discussion Assignment 3 (answer) PDF

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Part A: What are the advantages and disadvantages of using Weighted Application Blanks (W.A.B.s) to screen applicants? (3 marks) Advantages     

Good predictors of work behavior such as absenteeism, turn over, accidents and much more If properly developed easy to use and cheap Has been shown to reduce employee turnover Properly constructed WAB’s are not considered to be intrusive or threatening May predict training success and overall job proficiency

Disadvantages    

Does not effectively represent a job’s complex performance domain, derived to predict one specific and narrow domain Requires data from a large number of employees to get percentages that are reliable and stable Could take several years to collect data and risks changes in job, applicants, or organization Provides the basis for good empirical predictions but does not explain these relationships

What are the advantages and disadvantages of using Biographical Application Blanks (B.I.Bs) to screen applicants? (2 marks) Advantages        

Good prediction of applicant’s future interests and capabilities covers a variety of areas such as educational experiences, hobbies, personal accomplishments, and early work experiences unlike the Weighted Application Blank which is limited May be able to predict job success given the content and higher contextual richness of items If properly designed will have minimal adverse impact Can be used outside the specific organization for which it was developed and be useful can offer a very effective, noninvasive, and defensible means of improving HR selection decisions useful for jobs where a large number of employees are performing the same or similar job Instead of having job candidates complete a series of assessments, BIB has a clear advantage of efficiency and cost effectiveness.

Disadvantages    

Requests personal and sensitive information that borders on violating human rights legislation May discourage highly qualified candidates from accepting job offers Cannot be done with a small data pool job applicants can be dishonest when completing a BIB

Would you recommend the use of W.A.B.s and/or B.I.B.s for ACE? Why or why not? (5 marks)

I would not recommend the use of W.A.B.s or B.I.B.s for Ace as these methods are not meant for a small group of candidates. As the requirements of the applicants are high skill sets for scientists, B.I.B.s would not be good screening methods as they are too broad for the specific job qualifications required for the position and can discourage our best candidates from taking the job as it may ask for sensitive information. W.A.B.s seems to be best suited for technical jobs and sales. Also it may take a long time to create W.A.B.s, must be constantly checked for validity and could be too narrow in finding information that is necessary in finding our top applicants high skill sets.

Part B:

After completing your research, you decide on two screening methods you will recommend to the Wilson Bros Executive Team. Write a memo outlining your recommendations. Be sure to include your rationale for each method. (10 marks)

MEMO

Attn: Wilson Brother’s Executive Team Date: October 27, 2017 Subject: Screening Methods for hiring scientist with a specific skill set

After careful consideration and research, I have determined that the two best screening methods are the use of Resumes and Job knowledge testing. The reason behind choosing the use of Resumes and Job knowledge tests are that Resumes will allow to determine whether the candidates satisfy the minimum job requirements and besides the facts that are presented therein, the way the resume was done, such as style, organization or layout will convey information about our candidates. Whereas Job knowledge tests will measure our candidate’s technical and theoretical expertise. Job knowledge test suits our needs in finding a scientist as the test requires specialized knowledge and high levels of expertise in Wilson Bros specific field....