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

[Madigan, Jamie J]

Thanks for the replies, everyone. 


> 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? 


No, I wasn't implying that, but that point is a bit outside what I was
asking about. I might not have been as clear as I could have been --the
situation I meant to convey was one in which a pool is narrowed down
through other selection tools (like structured interviews and comparing
applications against job requirements), then all the finalists are taken
through a collection of assessments measuring GMA and personality (say
against the big 5 taxonimy). Then, for those finalists, there's a data
dump where all the information from the assessments is presented and
mixed in with evaluations from sundry sources like interviews,
applications, referrals, etc. Possibly a psychologist who was involved
with the assessment facilitates this data dump.


> 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.


This seems to be the crux of it. One of the questions I was trying to
ask was what are people's experiences with and/or thoughts about making
hiring decisions based on general descriptions of a person born of a set
of psychological assessments like like the ones I described above. So
less "They passed this test that we've validated against their job," and
more "They're in the 75th percentile on logical reasoning, have a
hands-off management style, are in the top quartile for
concientiousness, etc. etc."

(I'm aware that this is a bit of a loaded question, but sometimes you
can get a lot of insight by tossing something like this out and
listening to how many different ways people yell "Bomb!")

-Jamie Madigan
314-554-2201
jmadigan at ameren.com
 


> -----Original Message-----

> From: ipac-list-bounces at ipacweb.org 

> [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Winfred 

> Arthur, Jr.

> Sent: Wednesday, February 11, 2009 4:30 PM

> To: ipac-list at ipacweb.org

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

> 

> 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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