Common Criticisms of Staffing Assessments . Learning Objectives. Discuss why people believe assessments are not accurate Explore if staffing assessments can be faked by applicant Discuss if staffing assessments are not worth the cost required to use them
Common Criticisms ofStaffing Assessments
What are some reasons researchers have found staffing
assessments to be more accurate than people?
What are the problems with discounting staffing assessment
results if they do not align with our own personal knowledge
Based on empirical data, what reasons have been noted for
applicants not distorting their responses on staffing
What staffing assessments are susceptible to applicant faking?
What affect do these staffing assessments have on the hiring
What business case can be made to link the financial value
of staffing assessments?
What are specific benefits can be associated with these
What specific reasons have found staffing assessments
to be in violation of employment laws?
What practices can be applied to create legally
defensible staffing assessments?
Do staffing assessments unfairly evaluate applicants?
If yes, make a case for why they are unfair in evaluating
people. If you believe staffing assessments are fair,
Commonly Asked Candidate Questions:
1.) Why is the organization using assessments?
2.) Why are these particular assessments being used?
3.) How do the assessments work?
4.) How will the results be used?
Guidelines and Strategies for Completing Assessments:
1.) Respond positively to the request
2.) Don’t be afraid to ask about the assessment
3.) Approach the assessment in the same you approach a job interview
4.) Be honest
5.) Don’t be humble
What attitudes do candidates have toward completing
staffing assessments in the hiring process?
What are commonly asked questions about completing
staffing assessments in the hiring process? What are
appropriate responses to these questions?
It is not the length of an assessment that causes
applicants to drop out, but the content !
What have researchers found out about the relationship of the
length of staffing assessments and reasons applicants drop out
of the hiring process?
What case can be made to incorporate longer staffing
assessments into the hiring process?