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Questions: 1.You must first generate a brief but accurate job description for this post. From your job description, specify the KSAOs to be assessed. 2.You are to choose two Psychometric assessments, the first assessment tool is to ascertain cognitive abilities and the second, is to derive a personality profile. Answers: 1.Job evaluation of CSR executive in Pharmaceutical Company and appraising KSAO The pharmaceutical company must select corporate social responsibility (CSR) executive as it plays a crucial role in business growth. They aid in spreading of susceptible demographics and set up infrastructure for care service network. They assists the firm in designing and setting up monitoring tool for tracking any communicable diseases. The executives facilitate the pharmaceutical entities in dealing with societal contract with people in the society. This means that they provide medicines accessible to all the people including general stakeholders. They benefit the company in addressing NTD growth and medicines accessible problem in less developed nations. They also facilitate the firm in countering unethical practices. The pharmaceutical entity should select CSR executives as they can aid in changing the perception of the society and increase their profitability. Knowledge, Skills, Abilities and Other Characteristics (KSAO) is essential in assessing every job requirements (Schuler et al., 2013). Knowledge refers to the operational procedures of the company. Skill reflects on the expertise skill that is observed during the recruitment process. Ability means the employees capability in performing business activities. Other characteristics involve physical attributes for coping with complex business situation. KSAO that needs to be assessed for this job post is the CSR executives role performance as it influences the business decisions and programs. It desires to assess the leadership quality of CSR executives. Furthermore, interpersonal skill of CSR executives should be appraised as their job is to manage conflicts in the workplace and build strong relationship with other firms in the market. 2.Justification of two psychometric assessments The Pharmaceutical Corporation selects verbal reasoning cognitive ability in order to assess the capability of extracting information from the transcript (Gilliland and Steiner, 2012). It also facilitates the entity in judging the ability of the individual in solving the problem, constructive thinking and intelligence. The Human Resource Management of the pharmaceutical company uses this test for evaluating the verbal logic of the person. In addition, the test also assess how successfully the individual can extort the accurate significance from the multifaceted written information. It aids the entity in measuring the individuals suitability in their business environment and potentiality in facing complex situations. The pharmaceutical entities uses this intelligence test in order to analyze the data and solve critical problem by using verbal communication based reasoning. It also offers opportunity for the entities for developing medications, which aim to detect former phase of disea se. However, this test helps the company in assessing the competence of the candidates and forecast the companys future sales performance. The pharmaceutical entity introduces PharmaScreen and DiSC test for assessing the total sales force in the company (Kline, 2013). It also helps in analyzing the abilities of the candidates for operating in the sales role of the firm. In addition, the company can identify individuals those who contribute in reducing cost and increasing profitability in sales. This tool also lowers the jeopardy of bad hire and recruiting time in the company. DISC test is appropriate in pharmaceutical company as it helps in understanding the candidate would likely react in working in specific team. It also aids in understanding the persons behavior in dealing with the customers of the company in which interpersonal relationship is necessary for retaining customers. These tests are relevant as it helps in determining interpersonal skill in building relationship with the customers and ability in dealing with the customers patiently. Both the psychometric evaluation tool should be used by each organization as it facilitates in determining candidates potential and efficiency to adopt with the new technology or working culture (Kline, 2013. It also assists in evaluating an individuals capability in business communication. The score obtained from these examination highlights the ability of the individual in organizing and applying information in various circumstances. In addition, combining personality appraisal tool with other interpreter helps the entity in reducing adverse impact on business and increase overall validity (Gilliland and Steiner, 2012). Moreover, cognitive ability test is significant for every firm because it helps in reducing turnover of involuntary employees and making vital decisions effectively. Figure 1: Psychometric assessment Source: (As created by author) References Gilliland, S. W., Steiner, D. D. (2012). Applicant reactions to testing and selection. InThe Oxford handbook of personnel assessment and selection. Oxford University Press. Kline, P. (2013).Personality: The psychometric view. Routledge. Kline, P. (2013).Intelligence: The psychometric view. Routledge. Schuler, H., Farr, J. L., Smith, M. (Eds.). (2013).Personnel selection and assessment: Individual and organizational perspectives. Psychology Press.