Download - Culture and Competing Values - Turknett
1 Turknett Leadership Group • www.turknett.com
ABC Pre-Employment
Assessments
Presented by
Turknett Leadership Group
2 Turknett Leadership Group • www.turknett.com 2 Turknett Leadership Group • www.turknett.com
Assessment for Hiring is Increasing
76% of organizations
with over 100 employees
use assessment tools for
hiring.
That number is expected
to increase to 88% over
the next few years.
3 Turknett Leadership Group • www.turknett.com 3 Turknett Leadership Group • www.turknett.com
With over 25 years’ experience, Turknett Leadership Group is an Atlanta based
Management Psychology and Leadership
Development firm
TLG helps organizations hire the best people,
identify and develop high potentials, and
create high-performing cultures for long-term business success
About TLG
4 Turknett Leadership Group • www.turknett.com 4 Turknett Leadership Group • www.turknett.com
TLG Services
5 Turknett Leadership Group • www.turknett.com 5 Turknett Leadership Group • www.turknett.com
Turknett Leadership Group
Turknett Leadership Character Model ™ www.turknett.com 770.270.1723
6 Turknett Leadership Group • www.turknett.com 6 Turknett Leadership Group • www.turknett.com
Approach to Pre-hire Assessment
Collaboration and partnership
Job related
Well developed and validated assessment
instruments
Tailored – based on client needs regarding
speed, simplicity, and cost – with concern
for candidate experience
Flexible, but consistent
7 Turknett Leadership Group • www.turknett.com 7 Turknett Leadership Group • www.turknett.com
The Nuts and Bolts
Staff
TLG President and a senior level consultant will be initially
assigned to your account.
TLG has five full-time staff members, five long-term contract PhD
consultants, access to other consultants , and partnerships with
other strong I/O firms.
Billing
Each ABC entity will be set up separately in our accounting
system but will be connected to an umbrella ABC account
Each management assessment will be billed to the appropriate
person designated as the contact for that position
Reporting
Status reports can be sent at an agreed upon basis
8 Turknett Leadership Group • www.turknett.com 8 Turknett Leadership Group • www.turknett.com
Our Selection Process
Initial Organization/Culture Analysis
Position Analysis
Development of Selection Assessment
Battery and Interview Protocol
Report Design
Definition of Assessment and Reporting
Process
Confirm Process Roles and Responsibilities
9 Turknett Leadership Group • www.turknett.com 9 Turknett Leadership Group • www.turknett.com
Culture Analysis
GOAL: help TLG understand the organization
and key characteristics to ensure candidate fit
Review existing materials regarding ABC mission,
vision, values, competencies, etc.
Conduct interviews with key leaders and hiring
managers
Focus on current culture and consider any major
organizational change or future direction that might
impact candidate fit
10 Turknett Leadership Group • www.turknett.com 10 Turknett Leadership Group • www.turknett.com
Position Analysis
GOAL: Determine key competencies and
requirements for the target job(s)/position(s)
Review existing job/position related materials (e.g.,
job descriptions, performance appraisal forms, prior
position analysis results, etc.)
Use interview and survey methods to understand
competencies required for effective performance
Consider position as currently defined as well as any
“in the future” needs
Separate analysis is done for each position title
(several jobs can often be analyzed at same time)
11 Turknett Leadership Group • www.turknett.com 11 Turknett Leadership Group • www.turknett.com
Develop Assessment Battery
GOAL: Identify assessment tools that measure
knowledge, skills, and competencies required
for effective performance.
Review available assessment tools with proven track
record of measuring critical competencies.
Map tools to critical competencies.
Identify best set of assessment tools to cover critical
competencies considering: Comprehensive coverage of required knowledge,
skills, competencies without redundancy
Ease of administration, scoring, and reporting
Cost in terms of $ and time
Candidate experience
12 Turknett Leadership Group • www.turknett.com 12 Turknett Leadership Group • www.turknett.com
Types of Assessment Tools &
Methods
Interview
Work sample
Personality test
Cognitive – thinking ability test
Situational judgment test
Job knowledge test
Assessment Center (Leadership group discussion, simulation, role play – actual challenges)
Physical ability test
Multi-source (360) feedback (if internal candidate pool)
13 Turknett Leadership Group • www.turknett.com 13 Turknett Leadership Group • www.turknett.com
Types of Assessments Used in
Top Organizations
0 10 20 30 40 50 60 70
Multisource (360) ratings
Personality Inventories
Interviews
Biographical data
Role Plays/Simulations
Cognitive Abilities
Career Achievement Inventories
Assessment Centers
Motivational Fit
High Potentials
Senior Executives
Allan H. Church and Christopher T.
Rotolo, “How are Top Companies
Assessing Their High-Potentials and
Senior Management Executives: A
Talent Benchmark Study,” Consulting
Psychology Journal, 2013, Vol. 65, No. 3,
199-223
14 Turknett Leadership Group • www.turknett.com 14 Turknett Leadership Group • www.turknett.com
Example - designed for front line
ESQ
15 Turknett Leadership Group • www.turknett.com 15 Turknett Leadership Group • www.turknett.com
Example - designed for
management
16 Turknett Leadership Group • www.turknett.com 16 Turknett Leadership Group • www.turknett.com
Example - designed for
noting derailers
HDS – Hogan Development Survey
17 Turknett Leadership Group • www.turknett.com 17 Turknett Leadership Group • www.turknett.com
Examples of Assessment Tools
for Non-Management
Turknett Workstyle Inventory: A 5-factor
based personality test that has been
validated in applicant populations and is
linked to competencies for selection
Employee Screening Questionnaire (ESQ2): is
an assessment of conscientiousness,
integrity, dependability, and customer
service skills
Predicts applicants' probability of engaging
in various positive and negative work
behaviors
18 Turknett Leadership Group • www.turknett.com 18 Turknett Leadership Group • www.turknett.com
Examples of Assessment Tools
for Managers
Occupational Personality Questionnaire (SHL): An
assessment based upon preferred work behaviors.
Includes a report that summarizes how the
candidate’s preferred behavioral style is likely to
influence their performance on 20 universal
leadership competencies
Hogan Personality Inventory: A comprehensive,
business-based assessment of personality that is
specifically designed to predict occupational
success
19 Turknett Leadership Group • www.turknett.com 19 Turknett Leadership Group • www.turknett.com
Examples of Assessment Tools
for Managers
Hogan Motives, Values, and Preferences Inventory:
A measure of personal values that is used to assess
potential fit between an individual and the values
of the organization.
Hogan Development Survey: A personality
inventory designed to indicate risk factors that tend
to impede work performance
The risk factors identify specific performance
challenges that may be linked to validated
competencies of the job
Watson Glaser: A measure of critical thinking,
featuring a library of executive norms
20 Turknett Leadership Group • www.turknett.com 20 Turknett Leadership Group • www.turknett.com
Online Assessment Portal –
PAN Candidate Experience
21 Turknett Leadership Group • www.turknett.com 21 Turknett Leadership Group • www.turknett.com
Creating Assessment Batteries -
PAN
22 Turknett Leadership Group • www.turknett.com 22 Turknett Leadership Group • www.turknett.com
The Interview as an Assessment
GOAL: Collect information about the candidate to confirm and/or supplement data from other assessment tools.
Most pre-hire assessment processes include one or
more interviews.
Interviews can be: In person, over the phone, or digital.
Conducted by HR, a hiring manager, other
stakeholders, or an external consultant.
Conducted by an individual or a panel.
Critical characteristics of an interview: job/position
related and built to be as objective as possible.
23 Turknett Leadership Group • www.turknett.com 23 Turknett Leadership Group • www.turknett.com
Types of Interviews
Structured Behavioral Interview (SBI)
Created based upon the requirements identified for the
job. By using behaviorally based, validated questions and
scoring schemes, SBIs are one of the most reliable ways of
evaluating candidate competency levels and identifying the best fit for the job.
Life History Interview
Used to gauge a person’s work and personal history. Life history interviews are especially helpful to determine if a
candidate is a good cultural fit to the organization and has
values aligned with those of the organization.
24 Turknett Leadership Group • www.turknett.com 24 Turknett Leadership Group • www.turknett.com
The Report
GOAL: Combine data from all assessment
tools/methods in a user friendly way.
The optimal scheme for scoring and combining
data from multiple assessment tools depends on the
position and the goals of the organization.
A typical Non-Manager report includes only data
from quantitative assessment results.
A Manager report may include quantitative
assessment results and information from a TLG
conducted Structured Behavioral Interview
For Executive selection, reports include assessment
results and information from a Structured Behavioral
Interview and Life History interview.
25 Turknett Leadership Group • www.turknett.com 25 Turknett Leadership Group • www.turknett.com
The Report (cont’)
TLG creates reports that are user friendly and
available electronically.
If multiple assessment tools are combined, clients
may also choose to engage in a short verbal
debrief of the information with a TLG consultant.
Turnaround from completion of all assessment
tools/components to delivery of report will be
agreed upon in advance and may vary based on
complexity of the assessment process and the
number of candidates.
26 Turknett Leadership Group • www.turknett.com 26 Turknett Leadership Group • www.turknett.com
The Assessment Process
GOAL: Sequence all assessment and pre-
hiring components in a way that balances
efficiency and usefulness.
GOAL: Assign roles and responsibilities in a
way that creates a seamless process and an
excellent candidate experience.
There are pros and cons for placing assessment
tools early and later in the overall process.
TLG and ABC will collaborate to determine the
optimal process.
27 Turknett Leadership Group • www.turknett.com 27 Turknett Leadership Group • www.turknett.com
Assessment Administration
GOAL: Efficient, smooth, and error free.
Assessments are available for electronic
administration via the web.
Candidates receive easy to follow instructions that can be provided by ABC or TLG.
Note: Some cognitive/critical thinking tests are
best administered in person to minimize faking/cheating.
ABC and TLG work collaboratively to ensure
that any training needed for ABC personnel is provided.
28 Turknett Leadership Group • www.turknett.com 28 Turknett Leadership Group • www.turknett.com
Different Processes
Based on Level
The quantity and level of assessments used
are determined by the position
Non-manager, manager, and executive
level pre-employment projects will likely use
different assessments and follow different
processes
Interviewing and reporting is determined by
position as well
29 Turknett Leadership Group • www.turknett.com 29 Turknett Leadership Group • www.turknett.com
Let’s Talk About Rigor
A well developed, job related assessment
process
Will help ABC select the best candidates and
build a strong workforce
Will meet legal requirements
TLG uses scientifically developed assessment
tools that have been validated in a variety of settings.
30 Turknett Leadership Group • www.turknett.com 30 Turknett Leadership Group • www.turknett.com
Let’s Talk About Rigor
Certain positions/jobs may require additional
steps in the development and validation process:
Large number of incumbents and hires
A customized assessment tool will be developed
In these cases, a local validation study may be
needed before or after the assessment tool is put into place. This would involve more
significant data gathering and analysis to
confirm the link between assessment results and job performance.
31 Turknett Leadership Group • www.turknett.com 31 Turknett Leadership Group • www.turknett.com
Let’s Talk About Rigor
Documentation of how the assessment process
was created and is being used is a key element of rigor.
And…consistency in following the entire pre-
hire assessment process is just as important as
rigor in developing the process. Inconsistency
can lead to:
Inaccurate assessment
Reduced value of the assessment tools
A sense of unfairness among candidates
Legal challenge
32 Turknett Leadership Group • www.turknett.com 32 Turknett Leadership Group • www.turknett.com
Potential Pitfalls
TLG is sensitive to potential pitfalls of pre-hire
assessment processes. These include:
Unrelated to job
Overly subjective – not reliable; temptation to
select the “like me” candidate
Inconsistent administration or application of
results
Selection procedure that results in adverse
impact or disparate treatment
Using personality tests designed for development
in selection settings
33 Turknett Leadership Group • www.turknett.com 33 Turknett Leadership Group • www.turknett.com
Why Turknett Leadership Group?
We are not a one size fits all resource. We seek
to craft a solution that meets ABC’s needs excellently. We will not try to “fit you into” our prescribed tools
or process.
We will challenge you to create an assessment strategy and process with high standards.
We understand that this is ABC’s pre-hire system and you are in the driver’s seat. We will not try to sell you a “top of the line” system
that is more than you need.
We will point out pros and cons (risks)of various possibilities.
34 Turknett Leadership Group • www.turknett.com 34 Turknett Leadership Group • www.turknett.com
Why Turknett Leadership Group?
We have significant experience with many
assessment tools.
We do offer some proprietary assessment tools.
We are also very comfortable and willing to
create a system for you that uses tools from one
or more other vendors.
We seek true partnership and collaboration.
We are very flexible with regard to our level of
involvement.
We listen first…then we provide input, expertise,
and assistance.
35 Turknett Leadership Group • www.turknett.com 35 Turknett Leadership Group • www.turknett.com
Levels of Involvement
• Create Success Profile • Cluster jobs • Research assessment tools • Match tools with Success
Profile
Build
Administer & Report
Advise Select instruments
Create structured interview guide
Devise scoring scheme
Integrate tools
Sequence tools and define process
Contact candidate
Administer instruments
Conduct interview
Consolidate results
Deliver summary report
Debrief HR or Hiring Mgr
TLG involvement
may vary
• Across positions (e.g., more
involvement for
higher level
positions)
• Over time (e.g., as ABC gains
more experience
with tools)
36 Turknett Leadership Group • www.turknett.com 36 Turknett Leadership Group • www.turknett.com
Levels of Involvement
Advise
Create position success profile (key knowledge, skills, competencies)
Cluster jobs
Research assessment tools; match position requirements to tools
Build
Determine best combination of tools and scoring scheme
Develop structured interview guide
Integrate assessment results with interview protocol
Outline best sequencing of pre-hire steps
Administer and Report
Contact candidates for assessment and administers
Interview candidates
Consolidate results into report
Debrief HR/Hiring Manager
Ongoing Support
Feedback sessions for hired candidates
Monitor/track system and modify as needed
Leadership development (post onboarding)
37 Turknett Leadership Group • www.turknett.com 37 Turknett Leadership Group • www.turknett.com
Questions?
38 Turknett Leadership Group • www.turknett.com
Thank you!