Advantages of traditional predictors in comparison with substantive assessment

Background checks can be essential in identifying morally ill candidates, unlike substantive assessment, where the hiring party will not have access to a candidate’s prior behavioral lifestyle.
Both background checks and resumes help to unravel any previous encounters or accuracy. Social media accounts and references come in handy to serve the purpose of understanding who someone is (Woodman, 2017). It is unlikely that substantive assessment methods will get the accurate version of a person because people may prepare for these tests. These tests do not perform a holistic assessment.
Face-to-face interviews offer the hiring party an opportunity to observe someone’s physical presentation like dress code, attitude, and body language, among others. An opinion about a candidate is already created. However, substantive assessment lacks the gut feeling factor in them.

Disadvantages of traditional predictors in comparison with substantive assessment

Letters of recommendation can only offer basic information about a candidate. Besides, the candidate may have met the writer on very minimal occasions, leading to uninformed writing.
Substantive assessment assists in gauging the knowledge possessed by a candidate. This helps n allocating roles upon hiring. Unfortunately, traditional methods like interviews may be faulted from the beginning. Maybe an interviewer may be asking questions in the wrong manner, thus get the wrong responses.
Conducting substantive assessments is cheap and fast (Woodman, 2017). Besides, candidates whose thinking ability does not match the standards of the company are easily eliminated. In contrast, traditional methods are time-consuming and somewhat expensive. Think about interviewing one candidate at a time and assessing all candidates at the same time. Substantive assessment wins it here.

Patterned or structured interviews are the most effective assessment model due to their creative set of questions that all candidates are asked. Candidates who record a score that suits a company’s preference have the upper hand over low scorers. This method guarantees the best candidate for the job. Various job descriptions must have specific sets of questions based on the success objectives of every job. This method has various benefits. Firstly, candidates’ knowledge and understanding are well brought out using this method of assessment. Besides, all candidates are compared fairly.