A Case Assessment And A Normal Assessment
Nov 29th, 2011 Victor Cheng
Employment practices and regulations make it increasingly difficult and expensive to correct wrong appointments. This is why business schools and MBA programs have devoted attention to improved methods of interviewing, so that better decisions can be made. The case interview method has won some favour as a method of assessing candidates for employment.
It is quite a sophisticated method, and by its nature time consuming and costly. Therefore it tends to be used to place people in top jobs. However, when considering the very old methods of apprenticeship there are interesting points in common. The master would take on an apprentice, and watch him in action over a period of time. In the course of a long time the master would get to know his apprentice's potential, strengths and weaknesses. In due course he would either employ him, or pass him over to someone else.
The case review system is predicated on the attempt to place a candidate in a situation which simulates the work scene, and assess how he performs in action. Interviewers will indeed not have the opportunity to acquire the same depth of knowledge as the old fashioned master, but something approaching it.
The procedure aims to penetrate the outer shell of behaviour that might mask candidates' demeanour, and expose what lies beneath. Applicants are given roles, or tasks, that approximate the sort of challenges that they might face in the actual work place, and asked to deal with them, vicariously. How they respond in such situations can be recorded and analysed.
Traditionally a job interview took place in a room. A nervous candidate sat at one end of a table faced by a bank or strangers whose identities might or might not be explained. Some would be kindly, others cruel. Very often they would make a complete hash of the one sided process, rejecting long lists of the best people, and employing a complete dud.
One apparent shortcoming of the traditional interview is the superficiality of the process. Candidate might have been short listed after submitting comprehensive resumes and lists of references, but during the actual interview process a number of superficial factors would be pushed into prominence. The importance of a candidate's personal appearance, and deeply rooted prejudices with the ranks of the interviewers could have an undue influence on the outcome.
The case review system allows for more objectivity. The interviewers provide themselves with the time to stand back from interaction, and watch the candidates in action. In some cases candidates are asked to interact with each other, and then assessors can begin to see more deeply into the talents that are on offer. They can think objectively about whether those talents are the ones required for the job that needs to be done.About the Author:
Do you know much about the consulting case interview? We have a case interview guide that you are welcome to use anytime you need.
Article Marketing3 people like this article
