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

Mitch Stein Mitch.Stein at state.tn.us
Wed Feb 11 15:11:07 EST 2009


Jaime,

I agree that it is safer to use a test as one piece of data, rather than as a precursor screen in/screen out hurdle which may preclude further consideration. That was the basic opinion of a 6th Circuit decision involving the Memphis Police promotion exams in 2005, where a knowledge test had a set passing point, and anyone who did not pass the test was not allowed to proceed for further assessment. The court's opinion basically said if they had used the test score in conjunction with the other measures, and people had been allowed to proceed, regardless of their test score, the court would have been okay with that. I had that opinion on my hard drive, but can't find it right now, so if anyone recalls the name of that case (something v Memphis) you might want to read it.

cheers,
Mitch


Mitchell Stein, PhD
Human Resources Research Psychologist
TN Dept. of Human Resources
(615) 532-8069



>>> "Madigan, Jamie J" <HMadigan at ameren.com> 2/11/09 1:46 PM >>>

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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