assessment centers in recruitment & selection
DESCRIPTION
Lecture at IBA on Dec-9-2012TRANSCRIPT
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Assessment Centers in Recruitment & Selection
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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
!
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It’s no longer about HEAD COUNTS.
Today, what’s inside the HEAD, COUNTS!
~ Very Famous Person Rahila Narejo
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Competencies
• Knowledge
• Skills
• Abilities/Attitudes
… critical for success in each job.
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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
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Reliability Validity
Measures
– consistent results
– measuring what it says it measures
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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
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• 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
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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
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Predictive Validity
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____ 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
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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
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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
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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
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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.
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Role Play
An individual exercise in which the participant must deal with either a subordinate/peer/customer issue.
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Group Discussion
• Participants meet together as a group and need to achieve a specified outcome/objective
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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
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Question Time
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Thank You!
• Rahila Narejo, Linkedin
• www.narejohr.com
• Download a copy of today’s presentation:
www.slideshare.net/narejo