a strategic business partner of Profiles International

a strategic business partner of Profiles International

Call us 1-734-483-6453 Contact us Connect with us:

Kestly Development

Developing Employees

June 19th, 2017 by Mike Kestly

Increase Employee Selection Success

Using selection assessments for new employees or promotions will save you a ton of dough. IF you are not using something now or not satisfied with what you are doing – this should help sort out the process. There are thousands of assessments and vendor that claim to be the best.  

Start by knowing that there are TWO types of assessment tools out there.

1.)         The Ipsative Assessment

The largest category for number of products and vendors, is known as Ipsative assessments. These are mostly a variation of a 4-quadrant model. DiSC, Myers-Briggs, and True Colors are three popular examples.

These kinds of instruments can be very useful in teambuilding, helping people understand one another, improving communication and reducing interpersonal friction, etc. Know that they are are not valid as selection tool. Google search “Ipsative and hiring” and see what you get.

This type of assessment can work well in conjunction with a tradition selection tool like what is described next.

2.)         Normative Assessments

Normative assessments will do a deeper dive into a person’s hardwiring and help you understand who they are – their core traits and attitudes…and how well they will “match” the job you have available. A well-constructed normative assessment can be a very reliable predictor of an individual’s fit in a role and be legally defensible for use in guiding staffing decisions.

Here are the criteria we use to evaluate normative assessments for use by our clients. We hope our list helps guide you to the right choices for you and your organization.

A Few Simple rules – the Candidate Assessment Process

1. The assessment must include a distortion scale

This is a measure informs the hiring manager how confident they can be in the accuracy of the information they are reading about the individual.  Few selection assessments have this measurable, and is a key to better reliability / validity.

2. The instrument must measure what matters

This means that top performers and poor performers in the same job must consistently score differently.  One single instrument will not generally work for all jobs or all companies… but whichever tool is selected must have some connection to the 4 critical aspects of fit:

·       fit with the job,

·       fit with the manager,

·       fit with team and

·       fit with the organization.

3. The assessment should never pass or fail a candidate 

Can they help you sort, rank, or prioritize candidates? Sure. The purpose of an assessment is to give you a deeper understanding of the individual, guiding you to better decisions, more of the time. The assessment provides only part of the information you should consider when you are evaluating a candidate’s likely fit in a role.  Be wary of any assessment that automatically recommends or disqualifies candidates, purporting to make the decision for you.

4. Assessments must provide the hiring manager with an interview guide and coaching report

The assessment should be regarded as just the first part of the face-to-face interview. It should produce an Interview guide that is unique to the relationship between Person ‘A’ and Job ‘X’, based on the individual’s profile compared to the traits that are known to be critical to success in the job. A well-constructed report will not only give the interviewer information on what questions to ask, but should also tell them why to ask them and what to listen for in the response. Also, a “coaching report” will help the supervisor increase the new employee’s productivity.

5. Information collected should remain valid and can be used throughout the employee life cycle

All too often the data ends up never being used again after the person is hired. A good normative assessment product should provide information that can be relied upon throughout an individual’s employment to assist with onboarding, future development and succession planning.

Following these five simple rules will keep you safe and help you get the right people into the right roles – saving you time, money and headache.

 ————–

Want Help? Try Our Selection Assessment Tool

Test, Assess & Hire the Right People for Your Organization, Reduce Turnover! Start a FREE TRIAL (no credit card required)      FREE TRIAL

 

Leave a Reply

Signup up for our blog!

Signup to receive timely updates from our blog.