[IPAC-List] Mistakes in selection

Michael McDaniel (WSF) McDaniel at WorkSkillsFirst.com
Mon Nov 21 18:44:25 EST 2011

Dennis said that I had some faking stories. I found the link for some I
sent to TIP in 2000

Best wishes,

Mike McDaniel

On Sun, Aug 7, 2011 at 10:31 AM, Dennis Doverspike <
dennisdoverspike at gmail.com> wrote:

> And speaking of hiring mistakes. Of course the public relations problem for

> the public sector is not only why were these individuals hired, but why

> cant

> we get rid of them.


> The whole article is at:



> http://news.bostonherald.com/news/regional/view/2011_0803sacked_t_punks_back_on_the_job/


> First few lines:


> The MBTA has been forced to rehire seven drivers and other key employees

> after they were fired for offenses ranging from dozing at the wheel due to

> drug use, child rape, and assaulting and making bizarre threats of violence

> against co-workers — after bureaucratic arbitrators overturned their

> dismissals on technicalities, a Herald review has found.


> If you are in the public sector, how do you explain this type of result at

> a

> time when the public sector is under attack.


> Dennis Doverspike


> On Sat, Aug 6, 2011 at 5:21 PM, Mark Hammer <Mark.Hammer at psc-cfp.gc.ca

> >wrote:


> > I was responding to a thread on another site, and it occurred to me that

> > I've never seen any research on "mistakes" in selection that examnes

> > such mistakes as subject matter. We discuss tests and other tools here

> > under the presumption that mistakes in selection are more likely when

> > suitable validated tools are not used or used properly, but I don't

> > think we look at those mistakes themselves very closely.

> >

> > And by "mistake", I don't mean someone who is simply not as strong a

> > performer as you'd hope for, but someone that makes you regret not

> > hiring a different person. What sorts of clusters are there? (e.g.,

> > nutbar/trouble? all hat no cattle? s**t disturber? not a team player?

> > not really interested in THIS job?) Does category of hiring mistake

> > made show any systematic relationship to kinds of tests/tools used, or

> > *not* used? What role do interviews play in generating or catching

> > mistakes? What role do referrals play? (a good friend received a strong

> > reference for someone from a trusted source in a similar high-powered

> > job to his, and the referral turned out to be a nightmare)

> >

> > How do managers come to the realization that they've made a hiring

> > mistake? What How long does it take them to decide that, what tips

> > them off, and how do they respond?

> >

> > Now, as fascinating as all that might be, and as excited as I am

> > thinking about it, I'll be the first to admit that there are some

> > serious confounds to untangle. Performance is easily confounded with

> > disengagement, and disengagement can be precipitated by actions of the

> > very manager who decides that hire was a mistake. There are also

> > mistakes that are out of the manager's control for the most part. So a

> > manager might be told "You must select from this recruitment pool", and

> > find the validly-assessed people in the pool are a poor fit for the

> > particular role and position they have to offer. I know my wife's

> > micro-agency has but 46 or so positions, including the CEO and

> > receptionist, so folks interested in upward mobility tend not to stick

> > around very long. Obviously few policies would permit the hiring

> > manager to ask point blank "Are you REALLY serious about sticking

> > around, or are you basically passing through?"

> >

> > But, failing all those sticky issues, I think there is something to

> > this. Has somebody already started looking at it?

> > Finally, I have to once again thank Ilene Gast for introducing me to the

> > phrase "30 year mistake" some time back (I believe it was SIOP 2000 in

> > New Orleans). We've all seen them. I want to know how they got there,

> > and how we recognize them.

> >

> > Mark Hammer

> > Ottawa

> >

> > >

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> --

> Dennis Doverspike, PhD., ABPP

> Licensed Psychologist, #3539 (OHIO)

> Independent Consultant

> Professor of Psychology, University of Akron

> dennisdoverspike at gmail.com


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Michael A. McDaniel, Ph.D.
Work Skills First, Inc.
12340 Morning Creek Road
Glen Allen, VA 23059-7100
Voice: 804-277-9730
E-Mail: McDaniel at WorkSkillsFirst.com


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