[IPAC-List] Assessments as "part of the puzzle"

[Madigan, Jamie J]

Hi all,

I thought I'd throw out a question that's come to my mind recently and
which I'd like to get additional input on. What are your thought on
using asssessments (e.g., cognitive ability tests, personality tests)
not as hurdles with pass/fail outcomes, but just as data points that can
be used in conjunction with other sources of information like interviews
and applications/resumes to make a hiring decision? Specifically I'm
talking about higher level, more complex positions in the realm of
executive leadership or or a position where the person manages an entire
department or business line. 

Based on a few conversations I've had with collegues, there seems to be
a few companies out there doing this. To me, the most obvious downside
is increased legal exposure --if an applicant sues or otherwise compains
about being rejected on the basis of a test, you're going to have a
harder time defending it. But benefits include increased flexibility and
buy-in from stakeholders. 

Any other thoughts?

Jamie Madigan
Talent Selection & Assessment Specialist
Ameren Services
jmadigan at ameren.com



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