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'SENT BY :(6121 337 -3695 : 2 -19 -98 : 19:03 : <br />PDI 20th FLOOR -. 612 464 4568: #15/17 <br />E. "Live" Assessment Techniques— designed to supplement written <br />assessments and testing to complete the total picture of a candidate's <br />skills and abilities. <br />1. Oral Interviews — increasing the information yield from this <br />traditional assessment method by careful planning, standardization, <br />and training in interviewing skills and evaluation of responses. <br />a. The Oral Interview Panel—interview design and training of <br />panel members from the client agency. <br />b. The PDI "In- depth" Interview —an interview conducted by a <br />PDI staff member. <br />2. Practical Exercises— face -to -face simulations requiring the candidate <br />to demonstrate important job - related abilities. <br />a. Individual Exercises — simulations of critical interactions with <br />peers, subordinates, and superiors. <br />b. Group Exercises—assessments with groups of candidates <br />designed to measure leadership, problem solving, and <br />communication skills. <br />F. The Assessment Center —the most intensive, and productive, <br />method for obtaining information about candidates. This process <br />involves all of the above methodologies. <br />G. Auxiliary Sources of Information —for fmalist candidates, added <br />information regarding their record of performance. <br />1. Reference Checking — gathering information from individuals who <br />have direct knowledge of the candidate's work history. <br />2. Background Checking — further investigation regarding candidate's <br />performance record. <br />3. Media Record—a compilation of featured articles which capture the <br />candidate's public image. <br />