[IPAC-List] Seeking Taylor-Russell formulas

Joel Wiesen jwiesen at appliedpersonnelresearch.com
Wed Aug 15 15:46:05 EDT 2018

Hi Dennis,

Can you point us towards some publications on this:

< the side that argued that utility information did more harm than good 
turned out to be the winner



Joel P. Wiesen, Ph.D., Director
Applied Personnel Research
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On 8/15/18 3:37 PM, Dennis Doverspike wrote:
> Mark,
> Great to hear from our "International" branch. In your retirement, it 
> would be great to see you reach out to your Canadian assessment 
> colleagues and encourage them to join IPAC.
> As for your point, classic estimates of utility are easily modified to 
> include discussion of tenure, retention, and costs. However, ever 
> since in a battle between two of your countrymen, the side that argued 
> that utility information did more harm than good turned out to be the 
> winner, there seems to have been a decrease in attention in both 
> research and practice to the "classic" notion of utility. This seems 
> to have been replaced by the expanded views offered by experts such as 
> Boudreau, as well as the move toward dashboarding results. An 
> impression I have is that at least in the private sector, more 
> attention is paid to turnover, for which the costs are more easily 
> quantified, and other performance metrics, than is paid to utility in 
> the Taylor-Brogden-Cronbach-Schmidt tradition. I find Marc Wenzel of 
> Shaker to be an excellent resource on what the private sector is 
> actually concerned with when evaluating the usefulness of tests.
> That does not mean that Taylor and Russell is still not useful. For 
> example, I find it very useful in trying to explain and in considering 
> the value of various approaches to setting cutoffs. Although very 
> useful and well accepted, the classic Angoff approach can be easily 
> shown to be very limited when considered in a Taylor-Russell framework.
> Dennis
> On Wed, Aug 15, 2018 at 1:26 PM <mhammer at 295.ca 
> <mailto:mhammer at 295.ca>> wrote:
>     Utility analysis is relevant for that period where those who
>     *used* to be
>     candidates are now incumbents.  That is not to dismiss its
>     relevance or
>     importance, but it tends to ignore retention as a critical aspect of
>     evaluating test-utility.  The predictive validity and utility of
>     tests are
>     for identifying candidates who will accept your offer AND stick
>     around,
>     such that the utility and added value can be realized.
>     So, without wishing to derail or distract from the thread, I was
>     curious
>     as to whether there is research or reports that attempt to integrate
>     validity/utility with prediction of retention.  I ask this with the
>     understanding that probability of non-retirement voluntary
>     departure often
>     decreases with tenure, just as evidence of utility *increases* with
>     tenure.
>     Grosso modo, the ideal is for any pre-employment testing to
>     identify not
>     only those who will add value for the employer, but do so for a period
>     long enough to justify that investment in assessment and selection.
>     Feel free to ignore.
>     Mark Hammer
>     Ottawa
>     (now retired)
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> -- 
> Dennis Doverspike, PhD., ABPP
> dennisdoverspike at gmail.com <mailto:dennisdoverspike at gmail.com>
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