Dear HR fellows,
I have written an article with experiment and researches over how assessment tests are not delivering upto their values. That is not because tests are dysfunctional, but it is because response sought is not authentic one.
"There are times when we face some new situations, situations which we have never heard of before, situations which are completely novel to us, situations which doesn’t fit into any patterns what we have ever seen, heard or even thought about. Now facing them what you, I or anyone will probably do? Probably we will stop the chaotic halo in our mind, think for some moments and then will take a decision based on facts explored through our intelligence. In between we may also doubt our competence while taking decision since solution wasn’t and still isn’t obvious to us. But what would have had happened, had there been some patterns which we, as company, recruiters, parents would have been able to understand? Life would have been easier, had we had that small hint more often. Or is it so?"
Hope it'll be of your help.
Regards
Gaurav
From India, Calcutta
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I have written an article with experiment and researches over how assessment tests are not delivering upto their values. That is not because tests are dysfunctional, but it is because response sought is not authentic one.
"There are times when we face some new situations, situations which we have never heard of before, situations which are completely novel to us, situations which doesn’t fit into any patterns what we have ever seen, heard or even thought about. Now facing them what you, I or anyone will probably do? Probably we will stop the chaotic halo in our mind, think for some moments and then will take a decision based on facts explored through our intelligence. In between we may also doubt our competence while taking decision since solution wasn’t and still isn’t obvious to us. But what would have had happened, had there been some patterns which we, as company, recruiters, parents would have been able to understand? Life would have been easier, had we had that small hint more often. Or is it so?"
Hope it'll be of your help.
Regards
Gaurav
From India, Calcutta
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Hi Gaurav,
Great article. Well researched. I agree about the aspect of the unpredictability of the assessment tests. Going a little beyond, I also wonder what people do with assessment tests except for selection/rejection. What tools are available for rectifying/improving upon the issues highlighted in these tests? Have you come across such case studies?
From India, Delhi
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38Great article. Well researched. I agree about the aspect of the unpredictability of the assessment tests. Going a little beyond, I also wonder what people do with assessment tests except for selection/rejection. What tools are available for rectifying/improving upon the issues highlighted in these tests? Have you come across such case studies?
From India, Delhi
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Good insights. I have seen people from big b-schools not doing well in such tests and a grad from a nearby college doing well. I feel that one just cannot depend on these reports alone to make decisions. Use these tools in combination with some common sense to make decisions reliable.
Thanks for sharing.
From India, Madras
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Thanks for sharing.
From India, Madras
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Thank you for reading through the article. In my experience, many companies use assessments for developmental purposes as well as for promotional/succession planning. There are typically three ways to counter the issues:
1) Use a different variant of the same question.
2) Cross-test when the employee is in a different mood.
3) Assessment Center.
These are the most practical approaches.
Regards,
Gaurav
From India, Calcutta
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1) Use a different variant of the same question.
2) Cross-test when the employee is in a different mood.
3) Assessment Center.
These are the most practical approaches.
Regards,
Gaurav
From India, Calcutta
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