Topic 3: Employee Pre-Employment Assessments, Interviewing, And Selection

Topic 3: Employee Pre-Employment Assessments, Interviewing, And Selection

Topic 3 DQ 2

A cultural fit assessment comprises various methods designed to establish a candidate’s cultural fit during recruitment and selection by obtaining and analyzing a series of data. A pre-employment assessment is one of the methods used in cultural fit assessment (Amaral & Behrens, 2021). Pre-employment assessment methods that can be used include an integrity test, which assesses an applicant’s. The test can show that an applicant’s integrity matches the organization’s culture and that they can work well with co-workers. Personality tests are used to determine if a candidate fits within the organizational culture and if their personality will increase productivity (Campion et al., 2019). In addition, emotional intelligence tests are conducted to analyze a candidate’s relationship-building skills and knowledge of emotions. Besides, the test helps assess a candidate’s adaptability, empathy, and teamwork skills.


Job applicants should receive timely communication from the organization informing them of their status in the recruitment process. HR can contact successful applicants via phone calls, letters, emails, or messages. The message sent to the successful applicants contains the date and time of the interview, venue, approximate interview time, and the type of interviewing (telephone, direct one-on-one interview, or panel interview) (Amaral & Behrens, 2021). In addition, written invitations to the interview should include the date by which the applicant must respond to the invitation and state that failure to respond by the deadline date will end in the removal of the applicant’s name from the list of qualified applicants.

HR can avoid bias in pre-employment assessments by constantly testing the validity of the assessment tests. The testing should be conducted within a system of multiple assessment methods (Campion et al., 2019). In addition, HR should look for overlapping data from various assessment tools and avoid eliminating candidates after a single interview. 


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Amaral, T., & Behrens, A. (2021). Cultural Fit of Assessments to Detect Curiosity for Weak Signals Among Employees. Journal of Innovation Management9(1), I-X.

Campion, M. C., Campion, E. D., & Campion, M. A. (2019). Using practice employment tests to improve recruitment and personnel selection outcomes for organizations and job seekers. Journal of applied psychology104(9), 1089.

Topic 3: Employee Pre-Employment Assessments, Interviewing, And Selection

1. Identify the importance of testing to assist in selecting a diverse array of employees.
2. Discuss the various methods of interviewing.

Topic 3 DQ 1

Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools. Specify one standard interview question, including the job title. Discuss why you developed this question and the response you would expect a potential candidate to provide.

Topic 3 DQ 2

It is important to ensure that a candidate fits into the culture of the organization. What pre-employment selection methods can be used to find the best candidate that fits the culture of the organization? What message is sent to candidates about the interview process and selection methods of an organization? Clarify how HR can ensure any pre-employment assessments used are not inherently biased.

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