assessment centers in recruitment & selection
DESCRIPTION
Lecture at IBA on Dec-9-2012TRANSCRIPT
Assessment Centers in Recruitment & Selection
Your Facilitator
• NarejoHR, • Established 2002
• Service Offerings, Growing Businesses Through People
• Rahila Narejo • Chief Executive & Lead HR Consultant, NarejoHR (Pvt.) Ltd. • Psychobiologist, Univ. California, Los Angeles • Psychometrician, British Psychological Society (Levels A + B) • Certified Balanced Scorecard Professional, Palladium Group • Columnist, DAWN Newspaper, Workplace Sanity • Associate Certified Coach (ACC), International Coaching Federation • MSc. NeuroLeadership, Middlesex Univ. & NeuroLeadership Institute
Learning | Consulting | Assessment | Search
!
It’s no longer about HEAD COUNTS.
Today, what’s inside the HEAD, COUNTS!
~ Very Famous Person Rahila Narejo
Competencies
• Knowledge
• Skills
• Abilities/Attitudes
… critical for success in each job.
Achievement – designed to measure how much an individual has learned. (Past)
Ability – measures the maximum performance and the level of present ability an individual has to perform a current task. (Present)
Aptitude – reveals the probable future level of ability to perform a task. (Future)
Past/achievement
Present/Ability Future/Aptitude
Measures
Reliability Validity
Measures
– consistent results
– measuring what it says it measures
1. Is the SAT an Achievement or an Aptitude (for college) test?
2. Is the SAT valid?
3. Is the SAT reliable?
Example –SAT Scholastic Aptitude Test
• The SAT never proven to predict future college success, numerous studies show grades are superior predictors. The SAT was really an achievement test.
• The SAT is not valid because it measures achievement rather than predicting future success (aptitude).
• Prep courses dramatically increase scores on the SAT.
• The SAT is not reliable because individuals can have inconsistent results from different sittings.
• The SAT is, however, a goldmine for the College Board’s ETS, is defended by powerful lobbyists at all levels of government and education.
• Psychometrically, a poor test; economically a boon.
Example –SAT Scholastic Aptitude Test
Aspects of Validity
High Scientific Relevance
• Concurrent validity: correlation between test score and current on-job performance
• Predictive validity: extent test predicts some future or desired outcome
• Construct validity: performance on assessment fits theory and research (statistical and factor analysis)
Less Relevant
• Face validity: the look or feel of the assessment tool/item in terms of relevance to actual job/role
• Content validity: how well the test covers all behavioral aspects of a particular competency
Predictive Validity
____ Graphology
____ Personality test
____ Work Sample & Ability tests
Source: British Psychological Society
Why Assessment Centres?
1.0 Perfect prediction
0.23 References
0.05 – 0.19 Traditional Interviews
0.66 Assessment Centres
0.39 Personality test
0.54 Work Sample & Ability Tests 0.4 – 0.6
Behavioral Interviews
Position Profile
SOURCES OF INFORMATION Back-ground
Training Experience
Demonstrated Knowledge, Skills & Abilities
Resume CBI Presentation/ Group Disc/ Role Play
MBA (major? school?)
2- 3 years relevant experience
Male, 28-35 years of age
Supervisory Skills
Decision Making Skills
Drive/energy
Information technology skills
Organizing Skills
Verbal Communication Skills
What is an Assessment Centre? ¡ Not a location ¡ An Assessment Center is an event where a
number of candidates take part in a series of exercises and/or tests facilitated by trained assessors.
¡ Candidates’ performance is measured against predetermined competencies.
¡ Results used for Talent Management: § Hiring § Promotion § Succession Planning
Assessment Tools
¡ Group Discussion ¡ Role Play ¡ Personality Assessment ¡ Aptitude/Technical Test ¡ In-Tray/Basket Exercise ¡ Fact-Finding Exercise ¡ Team Exercise ¡ Case Analysis ¡ Presentation ¡ Competency-Based Interview
In-Tray Case
• An individual exercise
• Several pieces of information are provided (customer letter, internal emails, performance data...) and
• Must be sorted, prioritised, taken action/decisions on, issues identified and taken action on.
Role Play
An individual exercise in which the participant must deal with either a subordinate/peer/customer issue.
Group Discussion
• Participants meet together as a group and need to achieve a specified outcome/objective
Competency Assessment Matrix
Competencies
ASSESSMENT EXERCISES/TOOLS
In-T
ray
Cas
e E
xerc
ise
Gro
up
Exe
rcis
e
Lead
erle
ss
Gro
up
Dis
cuss
ion
Committed Team Player ! !
Innovative Professional ! !
Agile Leader ! !
Communication Skills ! ! !
Organization Skills ! !
2 x 2 Rule
Question Time
Thank You!
• Rahila Narejo, Linkedin
• www.narejohr.com
• Download a copy of today’s presentation:
www.slideshare.net/narejo