|
Ten ideas for better use of psychological
assessments in the hiring process:
- If you are selecting a test or instrument for internal use
in a hiring process, be sure you verify validity, job-relatedness
and non-discrimination. Well-developed tests will have a technical
manual. A person qualified in psychological assessment should
review this before you decide to use it.
- Assessments are much more predictive of performance when tied
to a job analysis. While a job description is useful, a more
detailed perspective of the behaviors of high performers in
similar jobs will enhance the assessment.
- If working with an external consultant for a selection decision,
make sure they understand the context issues, such as your company
culture and the pertinent factors in this position.
- Every twelve months, conduct an audit. What happened to the
people assessed? Did the information presented in the reports
prove to be accurate? Do themes emerge that highlight important
attributes in your culture? Make sure these are addressed in
future reports and make modifications to your process as necessary.
- Get clarity with all involved in the hiring process on what
a strength or a weakness looks like in the competencies assessed
and the overall rating for the candidate.
- Ask your consultant to probe on issues that surfaced earlier
in the process. As an outsider, they can provide an objective
viewpoint and richer perspective.
- Schedule a post-assessment conference call with the consultant
and the hiring manager. These conversations can be a helpful
way to expand on the report and discuss on-boarding issues to
ensure a smooth transition.
- Put the top two candidates through an assessment. This gives
you a comparison and saves time if the favored candidate doesn’t
do well or backs out for some reason.
- Choose a consultant who understands business and has worked
in management positions. This enhances both their assessment
capability and their ability to be an effective business partner
with you.
- Be consistent in your use of assessments. Establishing it
as a set element of your selection process for all managers
is a stronger legal position and enables you to compare people
across departments for developmental opportunities.
|
