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The role play is set primary to deciding who plays which part in the play. The list of participants could solely exist of applicants but can also include experts. The experts inspect the participant’s behaviour and might challenge them in particular stages of the role-play. One advantage is that experts can emphasise on specific situations, which may occur often in the performed job, and therefore, examine who reacts in the most effective or professional way. Yet, role-plays require high communication skills “and are likely perceived by some participants to be stressful” (Blume et al, 2010:668). Furthermore, a participant’s reaction towards an assessment task can influence his/her performance. Since he/she might be even more nervous or confident with the pre-knowledge of the task being executed, the performance could be weaker or
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& McDaniel, M.A. (1996) ‘A meta-analytic investigation of cognitive ability in employment interview evaluations: Moderating characteristics and implications for incremental validity’. Journal of Applied Psychology. 81 pp. 459-473. Cited in Schmidt, F. & Hunter, J. (1998) ‘The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings’. Psychological Bulletin. 124(2) pp. 262-274.
Keenan, T. (1995) ‘Graduate recruitement in Britain: A survey of selection methods used by organizations’. Journal of Organizational Behavior. 16(4) pp. 303-317. Cited in Zibarras, L. & Woods, St. (2010) ‘A survey of UK selection practices across different organization sizes and industry sectors’. Journal of Occupational and Organizational Psychology. 83 pp. 499-511.
Lievens, F. & Sanchez, J. (2007) ‘Can training improve the quality of inferences made by raters in competency modeling? A quasi-experiment’. Journal of Applied Psychology. 92(3) pp. 812-19. Cited in Arnold, J., Randall, R., Patterson, F., Silvester, J., Robertson, I., Cooper, C., Burnes, B., Swailes, St., Harris, D., Axtell, C. & Hartog, D. (2010) Work Psychology. 5th edn. Harlow: Pearson Education Limited.
Mc Carthy, J. & Goffin, R. (2004) ‘Measuring job interview anxiety: Beyond weak knees and sweaty palms’. Personnel Psychology. 57 (3-2) pp. …show more content…
| 2.02/11/12 | Assignment of the different parts | -Do more specific research on assigned topics-Start with writing if possible | 1.2.3.4. | 3.23/11/12 | -Look together at the traditional approach-Discuss further steps-Draft of table of content | -Individual work on assigned parts | 1.2.3.4. | 4.30/11/12 | -Check project status-What is missing | Individual work on assigned partsRead through other’s parts to do corrections | 1.2.3.4. | 5.10/12.12 | Final meeting:-Put all the parts together-Final proof read-Printing-To folder the printed pages | Submitting it through studynet and as hardcopy the next day | 1.2.3.4.
& McDaniel, M.A. (1996) ‘A meta-analytic investigation of cognitive ability in employment interview evaluations: Moderating characteristics and implications for incremental validity’. Journal of Applied Psychology. 81 pp. 459-473. Cited in Schmidt, F. & Hunter, J. (1998) ‘The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings’. Psychological Bulletin. 124(2) pp. 262-274.
Keenan, T. (1995) ‘Graduate recruitement in Britain: A survey of selection methods used by organizations’. Journal of Organizational Behavior. 16(4) pp. 303-317. Cited in Zibarras, L. & Woods, St. (2010) ‘A survey of UK selection practices across different organization sizes and industry sectors’. Journal of Occupational and Organizational Psychology. 83 pp. 499-511.
Lievens, F. & Sanchez, J. (2007) ‘Can training improve the quality of inferences made by raters in competency modeling? A quasi-experiment’. Journal of Applied Psychology. 92(3) pp. 812-19. Cited in Arnold, J., Randall, R., Patterson, F., Silvester, J., Robertson, I., Cooper, C., Burnes, B., Swailes, St., Harris, D., Axtell, C. & Hartog, D. (2010) Work Psychology. 5th edn. Harlow: Pearson Education Limited.
Mc Carthy, J. & Goffin, R. (2004) ‘Measuring job interview anxiety: Beyond weak knees and sweaty palms’. Personnel Psychology. 57 (3-2) pp. …show more content…
| 2.02/11/12 | Assignment of the different parts | -Do more specific research on assigned topics-Start with writing if possible | 1.2.3.4. | 3.23/11/12 | -Look together at the traditional approach-Discuss further steps-Draft of table of content | -Individual work on assigned parts | 1.2.3.4. | 4.30/11/12 | -Check project status-What is missing | Individual work on assigned partsRead through other’s parts to do corrections | 1.2.3.4. | 5.10/12.12 | Final meeting:-Put all the parts together-Final proof read-Printing-To folder the printed pages | Submitting it through studynet and as hardcopy the next day | 1.2.3.4.