Assessment Methods for the Job of Human Resources Director

Nairduwel, Inoalot, and Imslo (NII) is a law firm specializing in business law. Among other areas, it deals in equal employment opportunity law, business litigation, and workplace torts. The firm has more than 50 partners and approximately 120 employees. It does business in three states and has law offices in two major metropolitan areas. The firm has no federal contracts.

NII plans to expand into two additional states, opening offices in two major metropolitan areas. One of the primary challenges accompanying this ambitious expansion plan is how to staff the new offices. Accordingly, the firm wishes to hire an HR director to oversee employee recruitment, selection, training, performance appraisal, and compensation activities accompanying the business expansion, as well as supervise the HR activities in the existing NII offices. The newly created job description for the HR director is listed in the accompanying exhibit.

The firm wishes to design and then use a selection system for assessing candidates that will achieve two objectives:
1. Create a valid and useful system that will do a good job of matching candidate KSAOs to job requirements.
2. Be in compliance with all relevant federal and state employment laws.

The firm is considering numerous selection techniques for possible use. For each method listed below, decide whether you would or would not use it in the selection process and state why.

1. A job knowledge test specifically designed for HR professionals that focuses on a candidate’s general knowledge of HR management.
2. A medical examination and drug test at the beginning of the selection process in order to determine whether candidates can cope with the high level of stress and frequent travel requirements of the job and to ensure they are drug-free.
3. An overt integrity test.
4. An online management simulation.
5. A structured behavioral interview that would be specially designed for use in filling only this job.
6. An emotional intelligence situational judgment test.
7. A general cognitive ability test.
8. A vocational interest inventory.
9. A personality test.
10. A set of interview questions that the firm typically uses for filling any position:
a. Tell me about a problem you solved on a previous job.
b. Do you have any physical impairments that would make it difficult for you to travel on business?
c. Have you ever been tested for AIDS?
d. Are you currently unemployed, and if so, why?
e. This position requires fresh ideas and energy. Do you think you have those qualities?
f. What is your definition of success?
g. What kind of sports do you like?
h. How well do you work under pressure? Give me some examples.

If you could choose up to three substantive assessments for this position, which three assessments would you choose and why? Describe in detail issues pertaining to these selections.

1. Job knowledge test specifically designed for HR professionals: I would use this assessment method in the selection process. As an HR director, having a strong knowledge of HR management is essential for effectively overseeing employee recruitment, selection, training, performance

appraisal, and compensation activities. A job knowledge test can evaluate candidates' understanding of HR principles and their ability to apply them in practical situations. It provides reliable and valid evidence of their competence in the field, ensuring that the selected candidate possesses the necessary KSAOs to meet job requirements.

2. Medical examination and drug test: I would not use this assessment method at the beginning of the selection process. While it is important to ensure candidates can cope with the high level of stress and travel requirements of the job, conducting a medical examination and drug test may raise concerns regarding potential disparate impact and violate employment laws. These tests should be reserved for situations where they are directly related to the job's essential functions and requirements.

3. Overt integrity test: I would not use this assessment method. Overt integrity tests tend to measure attitudes and opinions rather than actual behaviors. They may raise concerns about invading privacy and have potential disparate impact. Alternative methods, such as reference checks and background investigations, can be more reliable and legally defensible in assessing integrity.

4. Online management simulation: I would use this assessment method. A management simulation can provide a realistic and controlled environment to evaluate candidates' decision-making skills, problem-solving abilities, and leadership qualities. It offers a reliable and valid assessment of their competencies in managing various HR-related situations and can predict their performance in similar real-world scenarios.

5. Structured behavioral interview: I would use this assessment method. A structured behavioral interview, specifically designed for this job, can effectively assess candidates' past experiences, behaviors, and competencies relevant to the HR director role. It provides valuable insight into their ability to handle specific situations and demonstrates their fit for the job requirements. By using a standardized set of questions, reliability and validity can be enhanced.

6. Emotional intelligence situational judgment test: I would use this assessment method. Emotional intelligence is crucial for HR professionals, as they need to navigate complex interpersonal dynamics. A situational judgment test that assesses candidates' emotional intelligence can provide valuable information about their ability to understand and manage emotions, communicate effectively, and build relationships. It offers a reliable and valid measure of their potential to succeed in the HR director role.

Among the three chosen assessments, the job knowledge test, online management simulation, and structured behavioral interview provide a comprehensive evaluation of candidates' knowledge, skills, and abilities relevant to the HR director position. These assessments demonstrate reliability and validity evidence, align with the job requirements, and have the potential to minimize disparate impact concerns.

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