PSY FPX 6710 Assessment 2 Proposal for Conducting Candidate Screens
Phillip April 6, 2024 No Comments

PSY FPX 6710 Assessment 2 Proposal for Conducting Candidate Screens

PSY FPX 6710 Assessment 2 Proposal for Conducting Candidate Screens

Name

Capella University

PSY FPX 6710 Principles of Industrial/Organizational Psychology

Prof. Name

Date

Proposal for Conducting Candidate Screens

At my current workplace, there is a need to promote two care management coordinators to senior care management coordinators, as I prepare for a promotion to team supervisor. The role of senior care management coordinator involves leading and guiding staff, handling complex cases, and performing tasks typical of a care management coordinator. Key skills sought in candidates include effective communication and interaction with patients and families from diverse cultural backgrounds, multitasking abilities, and the capacity to handle stretch assignments such as training new hires and managing current caseloads. Additionally, organizational skills, teamwork, leadership, decision-making, and self-management are essential attributes.

PSY FPX 6710 Assessment 2 Proposal for Conducting Candidate Screens

Standardized Testing

Three standardized tests deemed useful for screening job candidates include the Adaptive Employee Personality Test, Work Personality Inventory, and Caliper Profile. The Adaptive Employee Personality Test assesses prospective employees and can highlight areas for development. The Work Personality Inventory evaluates motives, cognitive styles, and attitude drivers in the workplace. The Caliper Profile measures candidates across various areas such as leadership, communication, decision-making, and self-management.

Structured Interview

Structured interview questions have been devised to evaluate candidates thoroughly:

  1. Multitasking and Time Management
  2. Leadership Experience
  3. Unique Qualities and Fit for the Role
  4. Decision-making and Team Support
  5. Collaboration on Complex Cases
  6. Morale Boosting and Crisis Management
  7. Flexibility and Overtime
  8. Leadership Style
  9. Support for Colleagues in Unsafe Situations
  10. Career Aspirations
  11. Maintaining Team Morale
  12. Supporting Struggling Colleagues
  13. Organizational Skills
  14. Staying Current with Resources
  15. Crisis Support for Members and Colleagues

Selection Test Differentiation

The tests serve to differentiate candidates based on their behavioral traits, cognitive styles, attitudes, and work-related competencies. Each test provides unique insights into an individual’s potential contributions and suitability for the role.

Ethical Considerations on Testing

Ethical considerations in testing include avoiding personal questions, respecting candidate privacy, and refraining from imposing personal beliefs. Maintaining confidentiality is crucial to prevent discrimination based on personal information shared during the interview process.

Conclusion

The Adaptive Employee Personality Test, Work Personality Inventory, and Caliper Profile offer valuable insights for screening job candidates. Ethical considerations must be upheld throughout the process. A structured interview process enhances objectivity and effectiveness in candidate evaluation.

References

Hawley, J. K., & Rouse, S. V. (2021). Adaptive Employee Personality Test. The Twenty- First Mental Measurements Yearbook.

Leung, S.A., & Zedeck, S. (2017). Work Personality Inventory [Edition 2.0]. The Twentieth Mental Measurements Yearbook.

PSI Services LLC. (2022). The Caliper Profile. https://www.psionline.com/assessments/thecaliper-profile

Tenn Care (2022). Tenn Care Structure Behavioral Interview.

PSY FPX 6710 Assessment 2 Proposal for Conducting Candidate Screens