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Assessment Center
Standard hiring methods are designed around
References and Interviews. Such standard
practices yield a very low validity (i.e. with
r= .26 for references). HR-Meter's differentiation of hiring methods
(Mixing), improves the predictive validity
dramatically which directly translates to higher
quality personnel selection.
If you are testing candidates with a
HR-Meter mixed methods approach, you can
expect better results. The usual mix
provides results in the field of work patterns, skill sets,
and the personality traits in candidates that fit best
to your company. It helps you to achieve
these important selection goals:
-
 To
make
sure you only grant interviews
to A-candidates
-
To
test
for skills that are really
relevant in your work
environment
-
To
use
only testing tools with a high
predictive validity
Altogether, a selection process in
accordance with these goals yield a much
more accurate prognosis of your future
candidate's success: Higher selection quality.
Many of the new "mixable" hiring methods by
HR-Meter are listed under
Tools
- a section of the main navigation. The most
common assessment center methods we recommend
are the following:
-
Experiences,
Competencies and Cognitive
Skills Assessments
-
Selected
criteria:
-
Knowledge
and job related competencies
-
Logical,
mathematical and verbal problem-solving
competencies
-
-
Working
Patterns Assessment
-
Selected
criteria:
-
Work
style
-
Leadership style, decision-making
strategies,
-
Communication style
-
-
Work
Simulation
-
-
Structured
Interview
-
-
Personality
Assessment
-
Selected
criteria:
-
Personality
traits
-
Past motivation to achieve
-
People skills
-
-
Unstructured /
structured
Interview
-
-
Specific
Skill Tests
-
Criteria
embrace position-related
strengths such as
-
Sales skills
-
Entrepreneurial skills
-
Creativity
-
-
References
The HR-Meter assessments are tailored to meet
position-specific requirements and are comprised
of modular steps. A typical modular sample
process for hiring could look look like this:
-
Module
1: A formal resume data compilation and
ranking.
-
Module
2: A specific assessment, i.e. in a
combination of work patterns, cognitive
skills, and personality/candidate "fit".
-
Module
3: Offline selection assessments i.e. a,
individual in-depth interview, a
presentation, a group discussion
and an in-basket exercise.
First of all, the
formal or resume-based
criteria of applicants are assessed through
on-line tools.
The second step is an assessment
with
an analysis of the applicants’ specific
competencies and performance. The basis of this
assessment is a position-specific competency
profile that also factors in the situational
demands of the business environment.
The last step is to determine the most difficult
and important criteria involved in making a
selection decision. This
is not a performance assessment based on
“standardized” situations; rather, it is based
on
a thorough "screening" of the individual. Data
in regards to personality as well as actual and
historical data on motivation to achieve is
examined in order to determine the candidate's
fit with the organization as well as maximizing
the probability that the selected individual
will be successful in fulfilling the job
responsibilities.
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