Shouldering the Challenge of Tests By HR
The hires are blamed, not the supervisor. In some cases this makes sense. But when a hiring supervisor demonstrates a pattern of getting it wrong, someone needs to be looking at the decision-makers.
The connection between the decision and the consequences is distant. It's easier when a decision has immediate consequences, but when the employee has been around for 2 months, it's a lot easier to focus on their mistakes rather than how they got there to begin with.
It's harder to hold supervisors accountable. I think most organizations simply have a harder time quantifying or otherwise seeing supervisory performance in objective ways. Even when performance is measured, too often it focuses on how they manage their employees rather than their selection decisions.
People have a hard time giving negative feedback, especially to supervisors. It's hard enough to tell someone they're not meeting specific production goals; it's even harder to pinpoint exactly what the supervisor is doing wrong when hiring people--and then communicate that.
It's political. Organizations are typically even more committed to supervisors than rank-and-file because the decision of who to put there likely involved folks higher up in the organization. Thus, to admit a mistake in the supervisor is to admit a mistake in who hired them. Not to mention that supervisors are part of the very management structure that has issues in the first place.
It's not clearly measured as part of the job of a supervisor. Okay, I realize this is somewhat against the rules of our fantasy world, but I suspect this is often a big problem. Supervisors are usually measured against things like "leadership" or "administrative ability", not "the percentage of new hires who receive excellent performance ratings after 6 months."
The various tests available
CFIT - Culture Fair Intelligence Tests
d2 - The d2 Test of Attention
ELT - English Language Understanding Test
IPI - Aptitude Battery
IST - Intelligence Structure Test
MD5 - Mental Ability Test
PPM - Power and Performance Measures
RAVENS - Progressive Matrices
WGCTA - Watson Glaser Critical Thinking Appraisal
Psychometrics is the field of study concerned with the theory and technique of educational and psychological measurement, which includes the measurement of knowledge, abilities, attitudes, and personality traits. The field is primarily concerned with the construction and validation of measurement instruments, such as questionnaires, tests, and personality assessments.
It involves two major research tasks, namely:
(i) The construction of instruments and procedures for measurement; and
(ii) The development and refinement of theoretical approaches to measurement. Those who practice psychometrics are known as psychometricians and although they may also be clinical psychologists, they are not obliged to be so and could instead be human resources or learning and development professionals. Either way specific, separate, qualifications in psychometrics are required.
Every hiring manager has had the experience...
You conduct an interview. The candidate says all the right things. You get a good feeling. So you hire this person…only to be let down when he or she fails to live up to your expectations, or worse, fails to get along with coworkers, angers customers or steals from the company.
Attorney Approved
Every HR Asses pre-employment test has been attorney-reviewed and approved to ensure compliance with every federal employment law, including the Americans with Disabilities Act (ADA). Our tests are not considered medical examinations and do not have the ability to reveal mental disorders
The hires are blamed, not the supervisor. In some cases this makes sense. But when a hiring supervisor demonstrates a pattern of getting it wrong, someone needs to be looking at the decision-makers.
The connection between the decision and the consequences is distant. It's easier when a decision has immediate consequences, but when the employee has been around for 2 months, it's a lot easier to focus on their mistakes rather than how they got there to begin with.
It's harder to hold supervisors accountable. I think most organizations simply have a harder time quantifying or otherwise seeing supervisory performance in objective ways. Even when performance is measured, too often it focuses on how they manage their employees rather than their selection decisions.
People have a hard time giving negative feedback, especially to supervisors. It's hard enough to tell someone they're not meeting specific production goals; it's even harder to pinpoint exactly what the supervisor is doing wrong when hiring people--and then communicate that.
It's political. Organizations are typically even more committed to supervisors than rank-and-file because the decision of who to put there likely involved folks higher up in the organization. Thus, to admit a mistake in the supervisor is to admit a mistake in who hired them. Not to mention that supervisors are part of the very management structure that has issues in the first place.
It's not clearly measured as part of the job of a supervisor. Okay, I realize this is somewhat against the rules of our fantasy world, but I suspect this is often a big problem. Supervisors are usually measured against things like "leadership" or "administrative ability", not "the percentage of new hires who receive excellent performance ratings after 6 months."
The various tests available
CFIT - Culture Fair Intelligence Tests
d2 - The d2 Test of Attention
ELT - English Language Understanding Test
IPI - Aptitude Battery
IST - Intelligence Structure Test
MD5 - Mental Ability Test
PPM - Power and Performance Measures
RAVENS - Progressive Matrices
WGCTA - Watson Glaser Critical Thinking Appraisal
Psychometrics is the field of study concerned with the theory and technique of educational and psychological measurement, which includes the measurement of knowledge, abilities, attitudes, and personality traits. The field is primarily concerned with the construction and validation of measurement instruments, such as questionnaires, tests, and personality assessments.
It involves two major research tasks, namely:
(i) The construction of instruments and procedures for measurement; and
(ii) The development and refinement of theoretical approaches to measurement. Those who practice psychometrics are known as psychometricians and although they may also be clinical psychologists, they are not obliged to be so and could instead be human resources or learning and development professionals. Either way specific, separate, qualifications in psychometrics are required.
Every hiring manager has had the experience...
You conduct an interview. The candidate says all the right things. You get a good feeling. So you hire this person…only to be let down when he or she fails to live up to your expectations, or worse, fails to get along with coworkers, angers customers or steals from the company.
Attorney Approved
Every HR Asses pre-employment test has been attorney-reviewed and approved to ensure compliance with every federal employment law, including the Americans with Disabilities Act (ADA). Our tests are not considered medical examinations and do not have the ability to reveal mental disorders