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

[keith.poole at phoenix.gov]

Good that you mentioned the 'whole-person approach' in testing, there is a 
pretty good document (.pdf) put out by DOL / ONET that goes into this at 
the link below.

http://www.onetcenter.org/dl_files/empTestAsse.pdf


Keith Poole
Personnel Supervisor
City of Phoenix Personnel Dept
Employment Services
(602) 261-8861
keith.poole at phoenix.gov



"Blair, Michael D[EQ]" <Michael.D.Blair at Embarq.com> 
Sent by: ipac-list-bounces at ipacweb.org
02/11/2009 03:48 PM

To
"Madigan, Jamie J" <HMadigan at ameren.com>, "IPAC-List at ipacweb.org" 
<IPAC-List at ipacweb.org>
cc

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






Jamie -

You're describing a variation of the compensatory assessment approach 
which has long been advocated as the preferred selection method.  It's 
what I call the whole person approach and is the best way (in my opinion) 
to hire the best employee for the job in terms or job performance, job 
fit, organization fit, etc.  Many private sector organizations use this 
approach for managerial and executive selection.  In fact, we are 
launching a supervisor/manager process that uses this approach.  The one 
caveat I would add is that minimum requirements are a good idea, even for 
these high level positions.  It is not effective or efficient to 
administer a battery of assessments to individuals who fail to meet basic 
requirements for the job.

As a final note, this approach can also be effective for higher volume, 
lower level positions.  However, for practical reasons, it is rarely used 
because of the necessity to narrow the applicant pool in route to the 
final hiring decision.


Michael D. Blair
Manager, Recruitment, Selection & Assessment
EMBARQ
Voice: 913-345-6334  |  Cell: 913-832-6130  |  Fax: 913-345-6417
Email: Michael.D.Blair at embarq.com



This e-mail is the property of EMBARQ and may contain confidential and 
privileged material for the sole use of the intended
recipient(s). Any review, use, distribution or disclosure by others is 
strictly prohibited. If you are not the intended
recipient (or authorized to receive for the recipient), please contact the 
sender and delete all copies of the message.


-----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 1:47 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



*******************************
The information contained in this message may be privileged and/or 
confidential and protected from disclosure. If the reader of this message 
is not the intended recipient, or an employee or agent responsible for 
delivering this message to the intended recipient, you are hereby notified 
that any dissemination, distribution or copying of this communication is 
strictly prohibited. Note that any views or opinions presented in this 
message are solely those of the author and do not necessarily represent 
those of Ameren. All emails are subject to monitoring and archival. 
Finally, the recipient should check this message and any attachments for 
the presence of viruses. Ameren accepts no liability for any damage caused 
by any virus transmitted by this email. If you have received this in 
error, please notify the sender immediately by replying to the message and 
deleting the material from any computer. Ameren Corporation
*******************************

_______________________________________________________
IPAC-List
IPAC-List at ipacweb.org
http://www.ipacweb.org/mailman/listinfo/ipac-list


_______________________________________________________
IPAC-List
IPAC-List at ipacweb.org
http://www.ipacweb.org/mailman/listinfo/ipac-list