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Selection System
Recruiting & Staffing
Selection System
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Hello all, couple of questions concerning selection. When using a multiple hurdle approach consisting of an intelligence test, personality test, and structured interview, what is the best way to combi
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Selection System
posted at 3/29/2009 4:59 PM EDT
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Posts: 1
First: 3/29/2009 Last: 3/29/2009 |
Hello all, couple of questions concerning selection. When using a multiple hurdle approach consisting of an intelligence test, personality test, and structured interview, what is the best way to combine scores for applicants? Also, when using a panel of interviewers, what is the best way to combine their scores for a final interview score? |
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Selection System
posted at 3/30/2009 6:20 AM EDT
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Posts: 79
First: 3/19/2008 Last: 10/15/2009 |
As far as the multiple hurdle approach, how you combine the scores depends on two things 1) what is the correlation of the 3 tests with each other and 2) what is the predictive value of each test (with job performance).
I know this answer is probably too technical and not practical, but you need to consider the value of each assessment seperately. They probably overlap quite a bit. Typically the interview is assessing the same things as the written tests and really does not add much value. But of course it depends. |
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Selection System
posted at 3/30/2009 7:39 AM EDT
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Posts: 410
First: 1/26/2006 Last: 11/15/2010 |
Hi:
By definition, a multiple hurdle approach to selection entails having the applicant clear each hurdle before progressing to the next hurdle. Hence, the multiple hurdle approach does not involve combining and weighting scores from various hiring procedures. In contrast, a compensatory approach to selection allows the applicant to be evaluated on a composite of hiring tools (e.g., tests, interviews) at one time. Such an approach is compensatory in nature insofar as low scores on an interview can be compensated for by high scores on a test or other selection tool. When using a compensatory model, the weight placed on each hiring tool should be based on what each tool assessess and the importance of that particular trait/behavior/characteristic to performing the job. As an aside, many employers gravitate towards the multiple hurdle model due to the economics. A short online or phone-based questionnaire regarding minimum qualifications and an assessment are often used as hurdles to get to an interview. In this manner, the company saves a significant amount of their recruiters' and managers' time insofar as they are not interviewing candidates who do not meet minimum qualifications. I trust this information is helpful. Dave Arnold, Ph.D., J.D. |
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