Abstract
The “in-basket exercise” has been used for both selection and management development for a wide variety of jobs in both the public and the private sector. One drawback to its use is the time and cost to develop and score. Traditionally, assessors must evaluate candidates based on the actions the candidates say they would take on each item. If an easier-to-score form of the traditional in-basket could be developed, which is statistically equivalent and has no adverse impact, more organizations might make use of it.
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