Week-4-DQ-1-Reponse-to-fellow-classmae-Gwen-Mendez
Week-4-DQ-1-Reponse-to-fellow-classmae-Gwen-Mendez
I believe that personality inventories, integrity assessments, and cognitive ability assessments should be used in the employee selection process. This is because the inventories and the assessments will help the employer to pick the right fit for the position that is at hand in reference to the best employee for selection in the hiring process (Morris, Daisley, Wheeler, & Boyer, 2015). Personality inventories were created to score potential employees that will assess large groups of job applicants (Morris et al., 2015). Additional assessment is geared towards both the employee and the employer (Morris et al., 2015). However, the most modern approach focuses on the entire person which is called individual psychological assessment (Morris et al., 2015). Either the job or the person specific assessment process is designed to assist in the selection process where the job is even more individualized (Morris et al., 2015). Integrity is another predictor construct that can present even more validity than cognitive ability (Morris et al., 2015). Validity can also be measured by utilizing a cognitive ability test which has been used for personal selection and has shown to be higher for manger than nonmanager occupations (Morris et al., 2015). Please provide a 150-200 word response to the question and please use at least 1 reference. Also please cite reference in APA 6th edition format and please provide doi or www info for reference if applicable
