As a selection strategy, interviews are intended to gauge future performance on the basis of oral responses, demeanor, body language, and so on. Interviews can be of different kinds, depending on the purpose. For example, interviews can be structured or situational. While interviews are a critical part of the selection process, and probably the most widely recognized, other assessment tests are also an important part of attempting to predict the future job performance and capabilities of candidates. Assessments can be considered a more objective measure than interviews and can be developed to precisely assess specific skills and competencies.
Write a 5- to 7-page paper that compares and contrasts interviews to noninterview employee selection assessments. In your paper, make sure you include a discussion of the following points:
Section 1: Noninterview Assessments
Section 2: Selection Interviews
Section 3: Interviews vs. Noninterview Assessments