ASSESSING CANDIDATES

Scenario 1: Your  human resources department needs to hire a new Employee Relations  Manager (ERM). This person’s job is to manage conflict and workplace  issues between managers and employees across three separate departments.  The ERM must be able to handle disgruntled employees and managers with  compassion, discretion, and professionalism in situations where tempers  may run high.
Scenario 2: You need  one more person on a team you’re putting together to launch a new tech  startup business. You want to make sure this person’s personality  balances out with the others you’ve already hired. Specifically, you’re  looking for someone enthusiastic and outgoing, but also detail-oriented  and focused.
Scenario 3: You’re  hiring a new financial analyst for your organization. This position  needs an individual with strong problem-solving and reasoning skills as  well as in-depth mathematical abilities.
For each scenario, compare the three assessment tools, and  decide which one would be the most effective in evaluating a candidate  for the position. Write an answer for each scenario in one  well-developed paragraph in which you identify the most effective tool  and explain why it is more appropriate than the other tools.