A Case Assessment And A Old Fashioned Assessment

Wrong decisions cost money and cause misery

Wrong decisions cost money and cause misery. In the employment scene this has often been the case. In current times businesses have to be more productive and many business schools devote attention to the need for improved selection techniques so that there is the minimum number of square pegs in round holes. The case interview is one outcome of their efforts.

There is a tendency for this technique to be used in high level situations because it is sophisticated and costly. Despite this, it does have some things in common with the old method of apprenticeship which combined training with deep knowledge of an individual's ability. In both cases employers penetrate beneath superficial behavioural characteristics.

In many interviews for top level jobs an attempt is made to ascertain how an individual will respond to situations that simulate what he will face in the work situation. Through role play and problem solving activities employers obtain information on how candidates will respond to situations that are relevant in the case of the job concerned. These responses can be recorded and analysed in some depth.

The aim is to expose the individual's permanent personality traits, characteristic and aptitudes in situations which approximate conditions that will be encountered in the work place. Applicants face challenges that are similar to ones that the work situation will present to them, and their responses are monitored. In this way unique and relevant information about the candidates is gathered. It may well be more significant than information presented on a resume.

The traditional interview took place in a room where a number of work colleagues might have been asked to sit around a table, ask a few questions and express an opinion as to the suitability of the candidate. Such a situation will possibly result in subjective decisions based on superficial impressions.

Factors such as a candidates personal appearance, dress and mannerisms might have an undue significance in such a situation, while attributes that will really play important parts in job performance could be overlooked, or remain unexplored.

A greater degree of objectivity may be created in the case interview method. Without the need to engage personally in interactions with the candidate, participant scan draw back and watch simulations which reveal competencies, personality traits and talents. Such observations can be weighed against systematic analysis and personal interactions between the candidate and members of the panel. An extra, objective, dimension is added to the process.

by: Victor Cheng

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