Because this is a commonly used evaluation measure, however, it is important for employers to realize the limitations involved and, whenever possible, to combine this measure with one of the other two. If you can directly observe a job applicant performing a representative job task, you will be in a much better position to evaluate job potential. Unfortunately, direct observation is not always possible. And you don't want to put an untried job candidate in a position to affect your company's product, productivity or credibility. You don't, for instance, ask applicants for a receptionist position to answer the phones for a while so you can observe their competence.
Some tasks can be role-played.
With a receptionist position, for example, you might develop some scenarios that you could play out with each applicant to evaluate his or her responses. You can use hypothetical questions or situations to approximate real-life situations. You might present a job candidate with a problem and ask him or her to tell you the steps to be taken to solve the problem. Some tasks can be directly observed. For instance, you could ask a clerical applicant to file invoices or type a letter, or ask an applicant for an editorial position to edit a page of copy, etc.