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 INDIVIDUAL DIFFERENCES THAT INFLUENCE PERFORMANCE AND EFFECTIVENESS     What Should We Assess? Kevin R. Murphy Assessment in organizations can be carried out for a variety of purposes, many with high stakes for both individuals and organizations. The stakes can be particularly high when assessments are used to make decisions about personnel selection and placementor about advancement and development of individuals once they have been hired. If assessments focus on traits, attributes, or outcomes that are not relevant to success and effectiveness, both organizations and individuals may end up making poor decisions about the fi t between people and jobs. If assessments are appropriately focused but poorly executed (perhaps the right attributes are measured, but they are measured with very low levels of reliability and precision), these assessments may lead to poor decisions on the parts of both organizations and individuals. In this chapter, I focus on b...

More and more hiring managers are turning to phone interviews as an initial means to narrow down applicants. Not only does this method allow recruiters to take a large candidate pool and filter it down to the top contenders, but it also cuts costs by reducing time dedicated to conducting several in-person interviews. This initial call is an opportunity for candidates to make a positive first impression, and it may be the only chance to convince a prospective employer that you are a good fit for the job. So how can you stand out from the competition? Start by avoiding these five phone interview pitfalls: Taking the call in a distracting environment:  Eliminate any and all potential background noises like screaming children and barking dogs, as well as Facebook notifications, e-mails, or text messages. Why? “Background noises can be extremely off-putting during a phone interview, so special care to eliminate these annoyances should always be taken,” explains Jackie Du...