selection and assessment
DESCRIPTION
ERE Webinar from 7/23/08, presented by Wendell Williams.TRANSCRIPT
Assessment !Everything you ever wanted to know but were afraid to ask
Dr. Wendell WilliamsManaging Director
ScientificSelection.com, LLC770-792-6857
Who am I
• 10 years Executive Management• 10 years VP Positions Training• 20 years Consulting• BSIM, MBA, MS, Ph.D. • American Psychological Association• Society for Industrial and Organizational
Psychology• Association of Test Publishers
Copyright 2008, ScientificSelection.com 770-792-6857
What is Assessment?
• A scary place?• A special program?• A certain kind of test?• Only big organizations? • Unfairly screen-out people?• A blight on humanity?
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Assessments
Any method used to evaluate whether a person has skills to perform a job
Applications: – Hiring– Promotion – Job preview– Training needs
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Not New!BCE • Aaron suggests assessment process to Moses• Chinese assess for bureaucrats and courtiers• Plato outlines management assessment processCE• c. 1800 Surgeons and Cadets • c. 1850 Government clerks • c. 1900 Streetcar operators and salesmen• c. WWI and WWII officer candidates
Copyright 2008, ScientificSelection.com 770-792-6857
Driving Test = Assessment
– Written exam– Eye test – Driving Skills
• Parking• Traffic• Signals • Simulators
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“Trendy”
Assessments tend to rise and fall with trends in the labor market
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Biggest Obstacle
Human nature encouragespeople to make sweeping judgments about skillsbased on small snippetsof information (Halo and Horns effect)
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Rolling the Dice
Information snippets such as interviews generally screen-out blatantly unqualified candidates; but, the odds of hiring or promoting the wrong person are no better than chance.
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ROI Often Ignored
The financial impact of interview/resume assessment can be considerable:– 20% of base salary for unskilled– 30% of base salary for skilled and semi-skilled– 50% of base salary for professional and
managerial
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ROI comes from…
• More productivity• Less training• Faster learning• Lower turnover• Less training• Fewer mistakes• Motivated employees
Copyright 2008, ScientificSelection.com 770-792-6857
Professional Assessment Results
A professionally developed multi-trait, multi-method assessment process usually cuts training, doubles employee productivity and reduces turnover by half.
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Screen In
Screen Out
What Does Assessment ‘Assess’?
Job Performance = How + What• How= having the right KSA’s for the job• What = clear expectations, results, products
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Tennis Example
What = Win majority of setsHow = Hard serve, accuracy, endurance, agility,
forehand return, backhand return, game strategy
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Assessments
Assessments evaluate the candidate’s job “how’s”…
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Typical Assessment Areas
1) Cognitive: thinking, learning, problem solving, planning, technical
2) Interpersonal: interacting, behaving, persuading, presenting
3) Motivational: likes and dislikes
Copyright 2008, ScientificSelection.com 770-792-6857
Copyright 2008, ScientificSelection.com 770-792-6857
Common Assessment Tools
• Handwriting• Age• Education• Projective test• Interview• Grade point avg. • Recommendation
• Personality test• Motivation test• Reference check• Biographical data• Situational int.• Behavioral int. • Mental ability• Simulation
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Common Assessment Tools (some good…some not so much)
Off the Wall• Handwriting• Astrology• Pseudo –psych tests
Usually Unrelated• Age • Education• Self assessment• Grade point avg.• Recommendations
Little data –big assumptions • General Interview • Personality test • Motivation test • Reference check
Hard to fake - Job related• Biographical data• Situational int.• Behavioral int. • Mental ability• Simulation
Assessments = Common Sense
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Hard to Fake + Job Related• Demonstrate Skills
– Problem solving tests– Scheduling exercises– In-baskets– Participation in simulations
• Give concrete examples– Situational Interviews– Behavioral Interviews
• Self-descriptions– Self-descriptions– Standard interviews
Copyright 2008, ScientificSelection.com 770-792-6857
Copyright 2008, ScientificSelection.com 770-792-6857
Job Attitudes
Candidate Iceberg
Interviews/ impressions
Job Skills
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Look Under the Water Line
Attitudes
Interests
Motivations
Details
Spelling
Communication
Problem Solving
Learning
Self Descriptions Can be Faked
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Demonstrations = Hard to FakeWhat You See is What You Get
Copyright 2008, ScientificSelection.com 770-792-6857
Copyright 2008, ScientificSelection.com 770-792-6857
Workshops?
Professional Assessment Guidelines
• Clearly identify what to evaluate
• ONLY use assessments developed to predict performance
• Make sure assessments are accurate and trustworthy
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Example
If a critical element is: • Learning• Problem Solving • Coaching• Persuasion• Planning• Enthusiasm• Mixed elements
Then evaluate (assess) for: • Learning ability• Solving problems• Ability to coach• Persuasiveness• Planning skills• Motivation• Multi-trait/Multi-
method
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Getting Started
• Clearly define “performance”• Identify “hows” (job requirement and
business necessity)• Choose proven professional tools• Confirm that “hows” differentiate between
high and low performance • Use a MTMM approach
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STOP!
Assessment tests and training tests are NOT the same: training tests evaluate interpersonal differences regardless of performance. Hiring tests evaluate performance regardless of interpersonal differences
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Assessments Evaluate “Hows” “Hows” Lead to Performance
Test Score
Performance
+
-
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Summary
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Professional Assessments
Fairly and accurately evaluate whether a person has skills to perform a job
Applications: – Hiring– Promotion – Job preview– Training needs
Copyright 2008, ScientificSelection.com 770-792-6857
Not NewBCE • Aaron suggests assessment process to Moses• Chinese assess for bureaucrats and courtiers• Plato outlines management assessment processCE• c. 1800 Surgeons and Cadets • c. 1850 Government clerks • c. 1900 Streetcar operators and salesmen• c. WWI and WWII officer candidates
Copyright 2008, ScientificSelection.com 770-792-6857
Require Discipline
Human nature encouragespeople to make sweeping judgments about skillsbased on small snippetsof information (Halo and Horns effect)
Copyright 2008, ScientificSelection.com 770-792-6857
Impressive ROI
Differences between high and low performance are estimated to be:– 20% of base salary for unskilled– 30% of base salary for skilled and semi-skilled– 50% of base salary for professional and
managerial
Copyright 2008, ScientificSelection.com 770-792-6857
Multi-trait/Multi Method
• Evaluate critical job activities• Hard to fake• Level the playing field• Fair to all applicants• Based on job requirements and business
necessity• Scores relate to job performance• Pay for themselves in one or two hires
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Don’t Stand Alone
Even the best assessments cannot compensate for:– Bad managers (the greatest source of job
dissatisfaction) – Frustrating working conditions– Low pay or benefits– Poor executive leadership– Lack of training
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Q & A
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