Workplace Assessment, Essay Example

Two types of assessment tools which can be used hand-in hand in the workplace, whether it be hiring an employee or settling a dispute, are integrity testing and interviews. The integrity testing is a personality-oriented measure. This includes dealing with social conformity, dependability, trouble with authority, hostility and other factors in which an individual may possess (Berry, Sackett & Weimann, 2007). Integrity testing was first put in to use to detect any types of dishonesty an applicant has in a job without using tools such as polygraph tests. Integrity testing is to predict job behavior and may not be all too useful to all types of employers. However, generally this can be used to assess the differences in individuals within the workplace (Berry, Sackett & Weimann, 2007). This can be useful for safety reasons such as the use of drugs and alcohol by an individual. Workers can be tested for potential dangerous or damaging behaviors before they are hired, and this is very crucial for a workplace. The interview is done after an integrity test; this is done through a construction of questions which are very important to the job or the workplace (Berry, Sackett & Weimann, 2007).  Before getting hired, there are some necessary requirements one has to be able to fulfill. An interview can pinpoint these requirements and ask the right questions in order to assess an individual’s past performances, interests, talents, qualities, etc. which may deem him or her fit or unfit for the job (Marx, 2001). This is also a way for assessing differences within individuals. These differences are assessed in the particular answers to questions as well as how questions may be answered. Each individual will offer different answers and have different mannerisms which can be seen throughout the interview. It is the job of the interviewee to be able to assess all these factors which an individual may be showing at the time of the interview. However, this type of tool for gathering information on individuals is very time consuming since interviews are to be done one by one. Also, the experience of the level of the interviewee is very crucial for the results of the interview to be valid (Marx, 2001).

References

Berry, C.M., Sackett, P.R., & Wiemann, S. (2007). A Review of Recent Developments in Integrity Test Research. Personnel Psychology. 60(2).

Marx, M. (2001). Invisibility, Interviewing and Power: a Researcher’s Dilemma. Resources for Feminist Research. 28(3).