[IPAC-List] Personality Assessments

[Fred Rafilson]

Amen.

I guess I should have included the words fair and transparent in my brief posting, but I assumed that was understood.

Good discussion!

Fred


From: Lance Seberhagen [mailto:sebe at erols.com]
Sent: Friday, September 13, 2013 6:48 AM
To: Fred Rafilson
Cc: Barry Casey; ipac-list at ipacweb.org
Subject: Re: [IPAC-List] Personality Assessments

I agree with Fred Rafilson that a job-related, structured oral exam and/or assessment center would probably be the best approach, rather than a personality test or situational judgment test.

That said, let's take another look at the original question.  The leadership of a Fire District thinks that some candidates could get top scores on the promotional exam but be total failures on the job if they were promoted.  If so, the District needs a new, job-related promotional exam.  But it also sounds as if the District leadership might be more interested in keeping certain individuals from being promoted than in promoting the best qualified candidates.  If these candidates were of one particular race or gender, the District may be engaging in employment discrimination.  Consultants need to be wary of such situations and make sure that their promotional exams are not only job-related but fair for all candidates.
Lance Seberhagen, Ph.D.
Seberhagen & Associates
9021 Trailridge Court
Vienna, VA 22182
703-790-0796
www.seberhagen.com<http://www.seberhagen.com>



On 9/11/2013 3:23 PM, Fred Rafilson wrote:

Hi Barry,



While you may certainly gain some insight from a personality assessment, I think the validity of your decision based on its use would be limited at best.  My strong preference would be a well-developed structured oral interview and/or assessment center designed to include exactly those types of situations that are of interest and importance in the agency you are working with.  Obviously, designing appropriate rating criteria will be critical.



My two cents!



Fred



Fred M. Rafilson, Ph.D. ~ Chief Executive Officer

www.iosolutions.org<http://www.iosolutions.org>

www.publicsafetyrecruitment.com<http://www.publicsafetyrecruitment.com>

888.784.1290 ~ fax: 708.410.1558





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-----Original Message-----

From: ipac-list-bounces at ipacweb.org<mailto:ipac-list-bounces at ipacweb.org> [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Barry Casey

Sent: Wednesday, September 11, 2013 11:50 AM

To: ipac-list at ipacweb.org<mailto:ipac-list at ipacweb.org>

Subject: [IPAC-List] Personality Assessments



Greetings.



In a previous professional life, I worked in personnel assessment with a Civil Service Board in Alabama.  I have been contacted by another Fire District in our area about helping them with a promotional examination.  However, they have concerns that some of the candidates that they believe will do well, would not be a good fit due to the personalities of the potential promotional candidates.  Essentially, they are concerned that the individuals' ego would prevent them from being an effective company officer.



Are any of you aware of any assessments that may help to identify those personality traits that may problematic for the District.



Any advice is welcomed.



Thanks,



Barry P. Casey

Executive Assistant to the Chief

Cahaba Valley Fire and EMR District

145 Narrows Dr

Birmingham AL 35242

205-991-6664

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