HUMAN RESOURCE MANAGEMENT

ASSIGNMENT-2

Q1- Based on the information given, would you say that Google’s use of
questionnaires is a reliable, valid, and generalizable way to select employees?
Why or why not?

Answer-

With so many suitable applicants applying for the same position, narrowing down
the shortlist of potential candidates can be tough, especially when multiple
candidates have the relevant experience and the specific skill sets you require. So,
without wanting to risk introducing bias into the recruitment process, personality
questionnaires are an incredibly beneficial recruitment tool, especially when used
alongside other types of pre-employment testing.
To be clear, a personality questionnaire is not the same as a questionnaire focused
on personal or career development. A personality questionnaire for recruitment is
designed specifically to ascertain a candidate’s approach to work by measuring
specific behavior indicators and reveal key desirable characteristics in individual
candidates such as ambition and ownership, empathy, communication skills, their
motivation and if they have a passion for learning and improvement.
As mentioned previously, personality questionnaires for recruitment can vary in
the results they yield, and while they can be hugely beneficial, it is worth
remembering that they also have their limitations.

 A personality questionnaire can give you a glimpse into the person behind
the resume, giving you a deeper understanding of each candidate and a better
foresight as to whether they would suit the team they are applying to join.

HUMAN RESOURCE MANAGEMENT Page 1

  Narrowing down the candidate pool by revealing candidates who are great
on paper, but who wouldn’t fit your company culture, without introducing
personal bias.

 As the personality questionnaire are based upon the personal experience of a

person indulge in that job thus revealing the various skills required in a
person for doing daily tasks and allowing for a more informed interview
process as you get to know candidates better from the start. The answers
revealed from the questionnaires can help steer the interview in a positive
way by asking candidates to talk about their strengths, weaknesses and soft
skills, as determined by the personality questionnaires.

 The questionnaires allow for a data-driven approach to recruitment,

removing bias and getting rid of gut feeling. The results are based on the
answers provided by the candidates themselves about how they might
behave in a work environment as well as what you might expect from their
future job performance. More specifically, you can assess their role and
organizational fit.

 They enable you to strengthen your existing teams by ensuring you select
candidates who fit with your company culture. When combined with other
pre-employment tests, such as cognitive ability tests, personality
questionnaires can be a strong predictor of future job performance.

Q2- How does this approach to selection contribute to making selection

decisions that avoid illegal discrimination?

Answer-

 As the personality questionnaire are based upon the personal experience of a

person previously indulge in that job thus revealing the various skills
required in a person for doing daily tasks.
 This limits the interviewer as he/she is left with a specific set of details
required for that job now the interviewer have to select candidates with these
specifications only thus avoiding illegal discrimination such as favourism by
HR.

HUMAN RESOURCE MANAGEMENT Page 2

Q3- Besides the questionnaires, what other selection methods would you
recommend that Google use? How would these improve selection decisions?

Answer-

Human resources managers or departments may perform assessments to predict the

future performance of employees. Certain assessments are particularly helpful
when an individual is being considered as a candidate for an open position.
Assessments may tell the company if the potential employee is capable of fulfilling
the job and if she has the appropriate skill sets. Other assessments focus on the
personality of potential and current employees and their motivation to get the job
done.

Cognitive and Personality Assessment

The human resources manager or department may conduct cognitive tests to

assess both knowledge and intelligence before extending a job offer to a candidate.
The results of the tests may give employers a head's up about whether or not the
candidate has the intellectual capacity for the job. Test results may also show
whether the individual's personality traits match up with the job requirements. For
example, an extremely introverted person may not be the best fit for a job that
requires extensive client contact. The personality assessment may identify an
individual's strengths, as well as his potentially detrimental characteristics, in terms
of the position.

Motivational Assessment

To make sure a potential employee will fit in with the organization, a human
resources manager may conduct a motivational inventory and an organizational
assessment. The motivational inventory assesses what the individual wants,
although motivation may shift over time. The idea is to find people whose
motivational is in alignment with the goals of the organization. When this fit
occurs, employees tend to achieve a high level of performance. Test results may
also be used for career counseling when openings are available.

HUMAN RESOURCE MANAGEMENT Page 3

Evaluation According to Performance Standards

Clear job descriptions with specific performance expectations for each job help
companies assess an employee's performance. The human resources manager may
be responsible for developing job descriptions and performance standards that are
expressed in such terms as outcomes, quality, cost and quantity. Employees may
then be subject to routine reviews by department heads or managers.

Organizational Assessment
Organizational assessments take a look at areas of the company to find out what
works and what doesn't. These assessments are made to find out about the context
in which individual employees do their jobs. Human resources looks at such things
as organizational structure, workflow, outcomes and client satisfaction. The test
results are used to find opportunities to enhance commitment and engagement on
the part of the employee.

Submitted by:-

Kaushal Varshney

8816105010 (ECE)

HUMAN RESOURCE MANAGEMENT Page 4