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

Winfred Arthur, Jr. wea at psyc.tamu.edu
Wed Feb 11 17:30:09 EST 2009

point of clarification . . . you are not implying that interviews and
applications/resumes are not "tests" are you? and in addition, also not
implying that one has less legal exposure by virtue of using them are
you? but speaking more directly to your query, it would seem the
critical issue is one of whether the gma and personality tests are
valid/job-related. and of course, any incremental validity gains will
be a function of the degree of content overlap b/n the constructs
measured by the other assessment tools and the gma and personality tests.

- winfred

Madigan, Jamie J wrote:

> 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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