pan offers a wide range of assessments that are suitable for use as employment screening solutions. Employment screening tools can assess a number of factors ranging from work skills and cognitive ability to work attitudes and conscientiousness. The aptitudes career tests of this nature measure need to be tailored to fit the requirements of the specific job at hand. Using assessments to screen employees can be the critical key to building a successful organization because, regardless of the nature of the business, it is vital to select the people who have the right skills. Implementing employment screening tools early in the selection process brings a number of benefits. First, employment screening tools can help to identify those applicants who are clearly not qualified for the position at hand. This helps to limit the pool of applicants to only those candidates who may be of realistic interest to the organization. These tools can also help to identify the candidates who are most likely to be good employees so that recruitment efforts might be prioritized for this set of individuals. Finally, by integrating employment screening tools into applicant tracking systems, the assessment process essentially becomes part of the application process and yields a complete employment screening solution for the organization.
One of my favorite places is the lawn at Verizon Wireless Music Center. Deer Creek, as it is still affectionately known by local residents, is an outdoor amphitheater located just north of Indianapolis. I have spent many nights there--enjoying alternative rock as a misunderstood (or so it seemed) teenager, classic rock as a cool (or so I thought) undergrad, and contemporary rock as a well-rounded (or so I hope) adult. At a recent live show, I took notice of the hundreds of employees at the venue. They are all temporary or seasonal workers – Indiana weather being what it is, the music center is not open in the winter. I wondered how these people got their jobs. Some of the security guards looked as if their physical stature alone may have secured them a position. But what about the young man selling beverages or the ladies working the souvenir stand? Temporary employees are a unique segment of the workforce. Selecting them can be a challenge because the jobs hold no promise of longevity or advancement and the most important requirements may be personality traits, such as dependability or a focus on satisfying customers. Staffing agencies and other organizations that hire temporary employees should consider pre-employment assessments as an effective and efficient way to gain information about job candidates without having to spend the time and resources necessary to conduct an interview. For instance, integrity tests can be used to predict counterproductive behaviors such as absenteeism and theft. Personality-based assessments can be used to determine how conscientious and reliable a person is, likely important in most if not all temporary positions. This type of assessment can also provide information on traits like assertiveness and stress tolerance which may be important in specific roles as security guards or gate/ticket checkers. Finally, biodata instruments can be used to assess a person’s fit for a certain position in customer service and sales by examining work experience, attitudes, interests, and values. Jocelyn Courtney-Hays
I recently came across an article in which an HR director was lamenting the suitability of a rather large candidate pool for a single casino maintenance position. While numerous applicants appeared well-qualified on paper, in-person or phone interviews revealed that many of these folks were just not willing to play by the hiring organization’s rules. They wanted things like smoke breaks, medical benefits, and vacation time--all on their terms. If the organization could not provide these things exactly as they wanted, then they were no longer interested in the position. Needless to say, the HR director was dumbstruck by this brazen, egocentric, “it’s all about me” attitude, especially in light of current economic conditions. In the end, though, human nature is still human nature. Economic crisis or not, personalities do not suddenly change overnight. An individual who lacked drive, initiative, and motivation at this time last year, is unlikely to have transformed him or herself into a highly motivated, reach for the stars kind of team player simply because the security of the financial system came crashing down. The fact remains that most people continue to manifest the same personal competencies (or lack thereof) this year that they always have. As a result, HR directors are finding themselves faced with having many more candidates, but not necessarily more talent. One of the implications is that behavioral assessments may be even more viable than ever as HR tools to be used in weeding out those individuals who possess the required skill-set on paper but lack the “will do” attitude. While it has always been critical for organizations to select candidates who have the required competencies, it has been decades since organizations have found themselves faced with such large candidate pools for so few positions. Even the largest of organizations simply do not have the resources required to screen each and every candidate with in-person or telephone interview. Online behavioral assessments offer a potential solution to this employment paradox. With the capability to administer hundreds of online assessments (in the same amount of time required to administer a single interview), HR directors can accommodate larger candidate pools in an efficient manner to find what may be a needle in the haystack in terms of exceptional talent. Lori Ferzandi
Proposal submissions for the 2010 SIOP Conference to be held April 8-10 in Atlanta are now being accepted. The deadline for submissions in September 9; your 2010 dues must be paid in order to submit. Reid Klion
Sarah Palin’s recent decision to step down as Governor of Alaska made headlines as many were surprised by her decision to leave the post. Regardless of your feelings about this, chances are good that Alaska will be just fine in the wake of her departure. By the time she leaves her job, Alaska’s Lieutenant Governor, Sean Parnell, should be ready and able to steer the ship. Although he was not elected to the post, it is likely that he will be up to the challenge of leading the state until the next gubernatorial election. For elected officials, there is often a second in command ready to take the reins when needed. This long-established public sector practice is an example of succession planning that private sector organizations can learn from. Too often, organizational knowledge and strategy are in the hands of a few people at the top. Regardless of industry and mission, companies should spend the time and effort needed to prepare the next generation of leaders for the tasks that await them. Succession plans that are thoughtfully developed and implemented can ensure that the organization grows effectively over time, regardless of who is in charge. In addition, by engaging top performers in succession planning activities, organizations can retain their superstars and take full advantage of their capabilities and talent. Jocelyn Courtney-Hays
Most of us who work in the I-O arena are interested in looking at how personality and other characteristics predict things such as occupational success or leadership ability. However, there are also others who take an approach that is more oriented toward theory or research. A fascinating example is the Harvard Study of Adult Development (part of which is known as the Grant Study as it was originally funded by W.T. Grant, the founder of the now defunct chain of stores). Begun in 1937, it started studying a series of undergraduates who were at Harvard in the late 1930s to early 1940s and continued to track and collect data from them throughout their lives. The study is now in its 72nd year, and it is interesting to note that about half of the original subjects are still alive and now in their late 80s to early 90s. A recent article in the Atlantic profiles the study as well as George Vaillant, the psychiatrist who has managed the project for the past 42 years. One of the many uses of data collected in the study was to identify the predictors of physical and psychological health. Among them are: • Learning to cope with life changes and stresses maturely by with methods such as finding healthy outlets for anger or disappointment • Education • Not smoking • Not abusing alcohol • Maintaining some level of exercise • Staying at a healthy weight A study like this can also serve as a lens as to what research methods were considered important at the time. For example, in the early days of the study, subjects completed Rorschach tests, submitted handwriting samples, and had virtually every dimension of their body measured (recall that Sheldon’s concept of somatotype was still seen as having validity during that era). Now, surviving subjects take MRIs, provide DNA samples, and are being asked to donate their brains to the study. The study, which has amassed over seven decades of data on it subject, will likely be a treasure trove for researchers for another several decades. Reid Klion
Being from Northwest Indiana, my husband is wholly dedicated to the Chicago Cubs. Sadly, the Cubs have always struggled. (Their last World Series win was in *sigh* 1908.) The team’s current problem: poor offense. While the pitching and defensive strategies appear to be working, the Cubbie bats are not swinging like they should be. In mid-June, the Cubs hitting coach fell victim to the slump and lost his job. One Cub player said, “He’s taking the blame for something that’s our fault…” Let’s assume that the coach wasn’t responsible for their poor performance. Yet when results weren’t achieved, he was held responsible. As the team’s offensive leader, the buck stopped with him. I think the principle of leaders being held accountable for their team’s performance holds true in many organizations. To be effective, managers must ensure their employees are effective. Investing in employees’ professional development not only benefits the employees, it benefits their managers as well. Think about your own organization: Are you dedicating effort to developing your people? Are your superiors committed to your development? If the answer to either of these questions is no, consider what might be done to change it. Assessments are a great starting point for development because they can provide information about job-related areas where the individual is strong and areas he or she needs to develop. Assessments can be combined with other tools such as interviews, simulations, or role plays to collect comprehensive information about the individual’s strengths and weaknesses. From there, the individual can build a development plan and be coached to improve. Given how much is riding on the effectiveness of your employees, these kinds of development programs can lead to big returns. Jocelyn Courtney-Hays
pan offers a wide range of assessments that are suitable for use as pre-employment screening tests. Pre-employment assessments can tap into a number of factors ranging from work skills and cognitive ability to work attitudes and conscientiousness. Employment tests of this nature need to be tailored to fit the requirements of the specific job at hand. Using pre-employment screening tests can be the critical key to building a successful organization because, regardless of the nature of the business, it is vital to select the people who have the right skills. Implementing pre-employment screening tests early in the selection process brings a number of benefits. First, employment tests can help to identify those applicants who are clearly not qualified for the position at hand. This helps to limit the pool of applicants to only those candidates who may be of realistic interest to the organization. These tools can also help to identify the candidates who are most likely to be good employees so that recruitment efforts might be prioritized for this set of individuals. Finally, by integrating pre-employment assessments into applicant tracking systems, the assessment process essentially becomes part of the application process and yields a complete employment screening solution for the organization.
A bit ago, I blogged about the online journal, Practical Assessment, Research, and Evaluation. Another online journal also worthy of notice is the Journal of Applied Testing Technology. Published by the Association of Test Publishers and edited by Chad Buckendahl and William G. Harris, it is a peer reviewed journal that is concerned with issues related to assessment. The most recent issue focuses on the assessment of individuals with disabilities. Some other recent articles of note include a piece by Nathan Thompson that outlines the types of test administration methods that are available and tries to untangle acronyms like CAT, CBT, CCT, LOFT that psychologists are prone to throw around and a contribution by Richard Luecht that outlines some cost-benefit criteria to be used in evaluating computer-based testing models. As is the case for virtually all the professional journals that I read, there is almost always at least one article in each issue that is of interest or applicable to something that I have been trying to sort out on my own. An added bonus with these two online journals, you can not only access them directly from your computer desktop, it is hard to argue with the cost of the subscription! Reid Klion
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