Evaluating the Effectiveness of Staffing Assessments

1. Evaluating the Effectivenessof Staffing Assessments

2. Learning Objectives • Discuss how staffing assessments work • Examine the theory behind Psychometrics • Determine which assessment to apply

3. Effectiveness of Staffing Assessments Does it collect the right information What makes staffing assessments effective Does it accurately evaluate the information collected

4. Effectiveness of Staffing Assessments Does it collect the right information: • Relevant to performance on the job • Determine what information you want • Make sure methods used are collecting the information needed

5. Effectiveness of Staffing Assessments Does it accurately evaluate the information collected : • Information collected is being effectively interpreted • Know answers to the questions asked • Have mathematical scoring methods to measure performance

6. How Assessments Work Statistical Relationship Theoretical Relationship MEASURABLE Job Performance Metrics (e.g., productivity, attendance, tenure) Assessment Results (e.g., personality scale scores) Evaluations of employee behavior (e.g., manager ratings) NOT MEASURABLE Candidate Attributes Employee Behaviors Performance Outcomes

7. Psychometrics The scientific discipline that studies how to measure intangible psychological characteristics such as ability, personality and motivation.

8. Psychometrics Concepts Reliability The degree to which people’s score are stable over time **Well design assessment have a reliability coefficient between .60 - .90 Validity The degree to which an assessment measures what it is design to measure **Well design assessment have a validity coefficient between .10 - .50

9. How Well Does An Assessment Work? • Face Validity Expertise Face Value • Content Validity Expertise Job Related Task • Criteria Validity Numerical Data Job Performance • Construct Validity Assessments Attributes

10. Case Study: New Market Expansion • Read the brief case study on p. 99 • Determine which assessments works for your group and why? • Share any practical examples you may have experienced

11. Measuring Performance • Measuring performance at the right level • Are measures of performance statistically predictable • Providing accurate performance data • Evaluating performance solely based on current performance levels • Assuming ‘more’ is better for performance

12. Measuring Performance Measuring performance at the right level • Measuring teams, departments, stores not individuals • Why is it important to measure individuals and not teams when developing and validating assessments?

13. Measuring Performance Are measures of performance statistically predictable • Low performance variance: little change in job performance • Low base rate: events that occur infrequently • Low reliability: change with predictable fashion

14. Measuring Performance Providing accurate performance data • Inaccurate collection of data • Careful design rating criteria and training • What are the best performance measures for validating assessments

15. Measuring Performance Evaluating performance solely based on current performance levels • Range restriction: comparing performance • Consider levels of performance if different assessments are used

16. Measuring Performance Assuming ‘more’ is better for performance • Is more performance-relevant behavior better? • Attendance behavior