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

[Dennis Doverspike]

Jamie,

I would say that is how the majority of companies use tests, not a few
companies but almost all or a majority. This list is primarily public
sector, which runs under merit or competition rules. Certainly at higher
levels that is how it is used (eg., assessment centers, individuals
assessments). Of course, one can wonder whether mathematical or judgmental
combination is better.

Safety force and other high stakes jobs account for a great deal of
litigation. In addition to the reduced risk associated with these types of
jobs, you might actually be at less risk using it as just one piece of the
process compared to a hard cutoff.

Dennis Doverspike, Ph.D., ABPP
Professor of Psychology
Director, Center for Organizational Research
Senior Fellow of the Institute for Life-Span Development and Gerontology
Psychology Department
University of Akron
Akron, Ohio  44325-4301
330-972-8372 (Office)
330-972-5174 (Office Fax)
ddoverspike at uakron.edu

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-----Original Message-----
From: ipac-list-bounces at ipacweb.org [mailto:ipac-list-bounces at ipacweb.org]
On Behalf Of Madigan, Jamie J
Sent: Wednesday, February 11, 2009 2:47 PM
To: IPAC-List at ipacweb.org
Subject: [IPAC-List] Assessments as "part of the puzzle"

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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