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

keith.poole at phoenix.gov keith.poole at phoenix.gov
Wed Feb 11 18:48:19 EST 2009

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.


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

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

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
Voice: 913-345-6334 | Cell: 913-832-6130 | Fax: 913-345-6417
Email: Michael.D.Blair at embarq.com

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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 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

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