The Case for Assessments · 2018-04-02 · fuller picture of performance; calls attention to...
Transcript of The Case for Assessments · 2018-04-02 · fuller picture of performance; calls attention to...
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Matt PietschVice President Global Sales
Kelsey Stephens, M.S.Talent Measurement Consultant
March 294:10 pm-5:10 pm
Room 105
The Case for Assessments
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Today’s Presentation
• Introduction – PAN – SHRM-Atlanta partnership
• The Case for Assessments– Metrics Matter– Why should I use assessments?
• Discussion of nine common assessment types– Goal and definition – Example item– Advantages and disadvantages– Use cases
• What does this mean to me, a SHRM-Atlanta member?
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PAN’s Three Core Offerings
Founded in 2000, PAN is the leading talent measurement solutions
provider combining industry-leading technology with the world’s largest
multi-publisher catalog of 500+ talent assessments.
UNMATCHED
TECHNOLOGY
HIRE-TO-RETIRE
CONTENT
SERVICES &
EDUCATION
Buy or Build Any Type of Test
Multi-Languages
Real Time Scoring
Assessments from 50+ Publishers
Brands You Trust
Vendor Neutral Partner
Consulting & I/O Services
Professional Learning
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Hire-to-Retire Content
Cognitive Ability
Skills and Knowledge
Biodata
Integrity
Situational Judgment
Values
Personality
Structured Interviews
360-degree Feedback
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SHRM-Atlanta and PAN PartnershipSHRM-Atlanta Assessment Resource Center
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SHRM-Atlanta Assessment Resource Center
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Metrics matter: Using assessment analytics to become a smarter
organization
8
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Poll Question
• Describe your current use of assessments:
– We use assessments infrequently
– We use assessments quite a lot
– We use assessments and do ROI analysis
– We have multiple assessment and ROI programs
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Assessments: What, When, Why
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Validity in Strategic HR Practice• Validity: Demonstrating that an assessment
measures what you expect it to measure– Predictive validity: Scores predict outcomes
• Why should HR pros care?– Maximize talent management success
• Improved prediction
– Make application process efficient
– Legal defensibility
– ROI
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Take Away Points
• Establishing validity is beneficial
• Feedback loops are key: don’t set and forget
• Well-planned implementation → best results
– Top notch assessments
– Quality outcome metrics
– Knowledgeable interpretation
– Strategic adaptation
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Nine Assessment Types
Practical Tips for Selecting the Types that are Right for You
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Nine Assessment Types
Cognitive Ability
Skills and Knowledge
Personality
Integrity
Values
Biodata
360-degree Feedback
Structured Interviews
Situational Judgment
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Cognitive Ability
Goal Example Advantages Disadvantages
Assess abilities involved in thinking
critically (e.g., reasoning,
perception, memory, verbal and
mathematical ability, and problem solving)
Which of the following words is an antonym to the
word theory? A. calculation
B. guessC. ideology
Easy to use off-the-shelf; strong
predictor of job performance for a
wide variety of jobs
Applicants might feel that some tests have low face validity and job-relatedness; can
often produce racial/ethnic differences
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Use Cases for Cognitive Ability Tests
Spatial/Visual AptitudeDeductive Reasoning
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Skills and Knowledge
Goal Example Advantages Disadvantages
Evaluate what a person knows at the time of
taking the test
Knowledge areas tested are designed to be very
representative of the knowledge areas and
skills required to perform the job, which means they should be
predictive of high performance
Can inform employers what an applicant
currently knows, but not whether the individual
can be relied on to master new material in a timely manner; may
require frequent updates to ensure the
test is current
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Use Cases for Skills and Knowledge Tests
Medical Roles Accounting
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Personality
Goal Example Advantages Disadvantages
Designed to systematically elicit information about a
person’s motivations, preferences,
interests, emotional make-up, and style of
interacting with people and situations
I find it easy to influence others
(Agree to Disagree Likert-rating scale)
Good for when you need applicants who
possess strong interpersonal skills or
other job-related specific personality traits; more difficult
to fake because there's no "wrong" type of personality
Can be time intensive to complete;
candidates may engage in creating a profile that is socially
desirable
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Use Cases for Personality Assessments
Sales Roles Service Roles
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Integrity
Goal Example Advantages Disadvantages
A specific type of personality test
designed to assess an applicant’s tendency
to be honest, trustworthy, and
dependable
How justifiable is the following
situation? “Avoiding paying the fare on
public transit”
Limit counterproductive
workplace behaviors; inform candidates that integrity is an
important organizational value
May seem unnecessary and
invasive; some items are highly
transparent, making it easy to fake
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Use Cases for Integrity Tests
Honesty and ConfidentialityWorkplace Safety & Compliance
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Values
Definition Example Advantages Disadvantages
Compare applicant personality,
interest, value, or organizational
culture preference information to the characteristics of
the job or organization
“In my sparetime I like to go to
museums or attend orchestra concerts” (Agree to Disagree Likert-rating scale)
Good for selecting individuals who will
fit well in the organizations (i.e.
decreasing voluntary turnover); taps into
what someone wants to do rather
than what they may do
Lower predictive validity than other assessment tools
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Use Cases for Values Assessments
Culture Fit Leadership
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Biodata
Definition Example Advantages Disadvantages
Inquires about past events and behaviors
that reflectpersonality
attributes, attitudes, experiences,
interests, skills, and abilities
In the past, how often have you needed to communicate complex information to people unfamiliar with technical details?• Frequently• Usually • Occasionally • Rarely • Never
Have been shown to be effective
predictors of job success in numerous
settings and for a wide range of criterion types
Makes the assumption that past behavior is the best predictor of future behavior; can be
transparent and easy to fake
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Use Cases for Biodata
Understand Someone’s Interest in Different Industries
Mitigate Adverse Impact
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360-degree Feedback
Goal Example Advantages Disadvantages
Evaluations gathered about a target
participant from two or more rating sources,
including self, supervisor, peers,
direct reports, internal customers, external
customers, and vendors or suppliers
This person shares information widely
and does not withhold information
from others (Agree to Disagree Likert-
rating scale)
Multiple viewpointscan increase reliability
and validity; gives a fuller picture of
performance; calls attention to performance
dimensions that would otherwise be
neglected
Can be costly in terms of monetary resources
as well as employee time; organizations sometimes fail to
explain purpose of 360 feedback or to
adequately debrief employees on their
ratings
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Use Cases for 360-degree Feedback
Development Administrative Decisions
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Structured Interviews
Definition Example Advantages Disadvantages
Interviews that employ structured rules for eliciting, observing,
and evaluating responses, thus
limiting the amount of discretion the
interviewer is allowed
Tell me about a time when you tried to
encourage someone to take action and
had to change your communication style to effectively meet that person’s needs
Helps to ensure candidates have equal
opportunities to provide information
and are assessed accurately and
consistently; can evaluate competencies
that are difficult to measure using other assessment methods
Even though it is a standardized process, we're only human, so
it's still possible for bias to creep in; can be
time-consuming
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Use Cases for Structured Interviews
Communication-related Roles Detailed Information is Desired
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Situational Judgment
Goal Example Advantages Disadvantages
Present applicants with a description of a work
problem or critical situation related to the
job they are applying for and ask them to identify how they would handle
it
You have been assigned to work with members of another department.You normally complete your work alone, but the project demands
that you work as a team. Rate the
effectiveness of the following actions.
Perceived as very fair (high face validity); tasks
and activities are very representative of the
tasks and activities found on the job (high
content validity)
Can be costly to custom build; heterogeneity
such that a single item can measure many
constructs and competencies
Job Knowledge & Skills 3%Interpersonal Skills 13%Teamwork Skills 4%Leadership Skills 37%Personality 10%Heterogeneous Composites 33%
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Use Cases for Situational Judgment Tests
Leadership Positions Customer Service Roles
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Summary of Nine Assessment Types
• Many different types of assessments exist• Consider the reasoning behind your interest in
assessments– At what point in the selection process will you use the
assessment? – Are you wanting to identify leadership potential?– Do you want to reduce counterproductive workplace
behaviors?– Do you want to ensure your employees match the
organization's culture?
• Always consider the psychometric stability of your selected assessment
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How do I get started?
Special offer for SHRM-Atlanta Members only:
• Stop by our Booth #215 to register for a SHRM-Atlanta Assessment Resource Center Account
• SHRM-Atlanta members receive special 20% discount on all assessments PLUS a complimentary 16PF assessment and report
• SOAHR 2017 attendees* who register before end of conference will also receive a complimentary I/O professional review of the 16PF assessment results
• Stay tuned for additional discounts and value-add product bundles available exclusively to SHRM-Atlanta Members
* Must be a SHRM-Atlanta member
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Thank you!
Matt PietschVice President Global Sales
Kelsey Stephens, M.S.Talent Measurement Consultant
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SHRM-Atlanta Assessment Resource Center
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