http://oddateci.wordpress.com/2009/03/24/why-wouldn%e2%80%99t-you-use-a-personality-assessment/ Ideas and thoughts on increasing organizational effectiveness through talent management systems Fri, 12 Jun 2009 20:09:24 +0000 http://wordpress.com/ hourly 1 http://oddateci.wordpress.com/2009/03/24/why-wouldn%e2%80%99t-you-use-a-personality-assessment/#comment-50 oddateci Fri, 12 Jun 2009 20:09:24 +0000 http://oddateci.wordpress.com/?p=264#comment-50 We agree with you, Shel. In fact, we say that for the most part, while there is a good deal of predictive capability in many good tools, such as the ECI Behavioral Insight, people can rely on these too much to make the decisions for them. These tools are more appropriately used to identify areas where one can verify the presence of a strength in the candidate as well as areas about which to ask more questions. These are tools, not decision maker. I wouldn't even use a test to sort people out (good from bad). You should have a structured process where you look for candidates who have a good match to the requirements you posted for the job, interview those individuals, then apply the test to find out more about those candidates which seem likely prospects for your organization. The test helps you to determine how to target the interview process and to learn more about the individual so that decision makers may make the best choice! We agree with you, Shel. In fact, we say that for the most part, while there is a good deal of predictive capability in many good tools, such as the ECI Behavioral Insight, people can rely on these too much to make the decisions for them. These tools are more appropriately used to identify areas where one can verify the presence of a strength in the candidate as well as areas about which to ask more questions. These are tools, not decision maker. I wouldn’t even use a test to sort people out (good from bad). You should have a structured process where you look for candidates who have a good match to the requirements you posted for the job, interview those individuals, then apply the test to find out more about those candidates which seem likely prospects for your organization. The test helps you to determine how to target the interview process and to learn more about the individual so that decision makers may make the best choice!

]]> http://oddateci.wordpress.com/2009/03/24/why-wouldn%e2%80%99t-you-use-a-personality-assessment/#comment-49 Shel Mon, 08 Jun 2009 20:02:32 +0000 http://oddateci.wordpress.com/?p=264#comment-49 My company lets a <a href="http://midwesthr.com/" rel="nofollow">PEO</a> take care of these kinds of tests, where the results will be more desirable for hiring process. However, we do not hire based on these tests alone. It is important to view these results as a way to sort out good hires from bad hires, and then continue on with interviewing or another form of hiring. My company lets a PEO take care of these kinds of tests, where the results will be more desirable for hiring process. However, we do not hire based on these tests alone. It is important to view these results as a way to sort out good hires from bad hires, and then continue on with interviewing or another form of hiring.

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