[IPAC-List] Teamwork Assessment Center Information Requested

Tue Sep 8 17:11:58 EDT 2015

The original description of the problem sounded a lot like an issue that could arise if using a Leaderless Group Discussion as part of an assessment center that was used for selection.  That type of exercise was often mentioned in early writings on assessment centers. I would guess that the perceived unfairness would be a big issue if the results of the assessment center were to be used to fill a promotion, especially in the public sector.  It may not be so much of an issue if the AC were meant mostly as a development tool.  If there is anything new in the fairness of leaderless group discussion exercises, it may be of help here.

Rick Carter
New Orleans Civil Service

From: IPAC-List [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Gerhart, Charles
Sent: Tuesday, September 08, 2015 2:14 PM
To: Jim Kuthy; Shekerjian, Rene (CS); Lance Seberhagen; ipac-list at ipacweb.org
Subject: Re: [IPAC-List] Teamwork Assessment Center Information Requested

Lance's approach seems like the most controlled and reasonable approach.  A variant on the role play exercise.

ChuckGerhart, PHR
Human Resources Specialist
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From: IPAC-List [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Jim Kuthy
Sent: Tuesday, September 08, 2015 3:04 PM
To: Shekerjian, Rene (CS); Lance Seberhagen; ipac-list at ipacweb.org<mailto:ipac-list at ipacweb.org>
Subject: Re: [IPAC-List] Teamwork Assessment Center Information Requested

Thanks Rene. I too am waiting for some other feedback as to how this might be addressed.

Jim

Jim Kuthy, Ph.D.
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From: Shekerjian, Rene (CS) [mailto:Rene.Shekerjian at cs.ny.gov]
Sent: Tuesday, September 08, 2015 11:12 AM
To: Lance Seberhagen; Jim Kuthy; ipac-list at ipacweb.org<mailto:ipac-list at ipacweb.org>
Subject: RE: [IPAC-List] Teamwork Assessment Center Information Requested

Seems like an expensive approach, but I don't see any obvious alternatives that would provide consistency and reliability. For one, it seems you have the problem of different group composition creating unequal test administration conditions. If you try to address this by having people take turns performing in specific roles, you have an issue of timing and the opportunity to learn from the other candidates. For example, if you had a structure in which there were several roles and had the candidates rotate through them, the last candidate to perform a role would have watched the other three's performance and possibly have changed his/her performance substantially as a result.

Maybe if they were working in pairs, some of that could be controlled for. But you might need three turns for the exercise, so both candidates would have a turn in which they were able to observe the other perform in the role.

But ultimately, don't you have the problem that different groupings create different tests? A person might shine when in a group of introverts but sit back when in a group with one or more extroverts. If some candidates are cooperative and others are competitive, how they are distributed across the groups could play a large role in candidate performance.

It will be interesting to see what other folks come up with.

René

René Shekerjian
Testing Services Program Manager, Testing Services Division

Department of Civil Service
Empire State Plaza, Agency Building 1, Albany, NY 12239

(518) 402-2660 | Rene.Shekerjian at cs.ny.gov<mailto:Rene.Shekerjian at cs.ny.gov>

www.cs.ny.gov<http://www.cs.ny.gov/>

From: Lance Seberhagen [mailto:sebe at erols.com]
Sent: Monday, September 07, 2015 4:07 PM
To: Jim Kuthy; ipac-list at ipacweb.org<mailto:ipac-list at ipacweb.org>
Subject: Re: [IPAC-List] Teamwork Assessment Center Information Requested

You could change the exercise to have 1 candidate and 3 actors who each play an assigned role.
Lance S.

On 9/7/2015 3:25 PM, Jim Kuthy wrote:
We have a client who has been using a "teamwork" assessment center exercise that has four job candidates participate in a "Work Demonstration Exercise" at a time. However, we note that the responses that a candidate gives during such exercises are often dependent on how the other team members react. Does anyone have any suggestions on how one can effectively measure teamwork and communication skills while minimizing the influence of the other participants during the exercises?

Thanks in advance,
Jim

Jim Kuthy, Ph.D.
Principal Consultant | Biddle Consulting Group, Inc.
193 Blue Ravine Road, Suite 270 | Folsom, CA 95630
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