Assessment Tools: Valuable Insights for Understanding People How to Use them with Integrity in Selection Systems

Assessment tools provide tremendous value in recruiting, selection, succession planning, team development and coaching. There is both an art and science to using tools effectively and with integrity. In selection, the topic of this paper, assessments should be used as part of a multiple- input, scientific process to review, interview and evaluate job candidates. Assessment tools complement a thorough selection process and must never be used unilaterally to make placement decisions. To maintain integrity in the process, those using tools must either be licensed or certified in the tool, or work with an independent contractor who is licensed or certified. Assessment tools reduce the time it takes to screen candidates and dramatically improve the interview process by flagging potential trouble spots and showcasing highly developed talents. Well designed interview questions surface both developmental needs and top strengths of potential candidates in tandem with insights gleaned from assessments.

The Art of Positioning Assessment Tools

A most effective way to speak to potential candidates about assessment tools is to introduce them as insights into the overall process. Most people do not like to be ‘assessed’. The term itself can evoke feelings of ‘right’ or ‘wrong’, and fear surfaces as to whether or not someone will ‘pass’ the test. In fact, insight tools, used with integrity, imply no right or wrong answers, and are not tests. Insight tools, assessment tools, and inventories are terms certified practitioners use interchangeably. In selection systems, always speak of and use insight tools as one part of an overall, scientific process for selection

The Value of Assessment Tools

Assessment tools reduce the time it takes to understand how people: think about work, prefer to work, relate to one another, fit with the culture, and lead others. The market is full of assessment tools, from self-report tools such as Myers Briggs Type Indicator, to assessment center tools such as in-basket exercises, role plays, and The Value Profile.

Choosing Assessment Tools

The best way to choose the right tool is to work with an experienced professional. First, understand the end in mind; what does success in the position look like, act like, behave like? Determine the most important skills, talents, and knowledge for job performance. Select the right tool, or blend of tools to measure the most critical job functions and incorporate these tools into an overall scientific candidate review process. Always use validated tools and make certain they meet all EEOC guidelines.

A Final Word on Assessments

Selection is by nature a subjective process because humans are not robots. People do not come with instruction programs for optimal performance. Used with integrity, assessment tools increase objectivity and greatly improve the chances of placing the right person in the right role to succeed.

All Materials © 2006 Rhonda Hess, Rhonda Hess Associates, LLC. Do not reprint or reproduce without written permission.