"Benchmark"... "Hiring Pattern"... "Success story"...
No matter what you call it, Benchmarking is a key component to a successful hiring process.
Understand that jobs have specific ‘personalities’, just as people do. You would not consider a candidate for a sales position if they were quiet and shy. Why? Because a professional sales position requires an out-going individual. That trait is part of the job’s personality. By knowing the traits and ‘personality’ of the job, you can better match the personality of the candidate to the job. Therefore, it becomes important to understand the needs of the job before you institute an assessment program. . Developing a benchmark profile will contribute to a more effective selection process, whether for a new hire or an internal promotion.
A validated benchmark is most often created by using a Concurrent Validation Study, one of the four recognized avenues to assessment validation. A concurrent validation study involves testing current employees and correlating their test scores with their job performance. Most often the test group would consist of top performers, moderate performers and low performers within a specific job. The aptitude and dimensions of the best performers reflect those traits that are most desirable for that position and, therefore, contribute to your benchmark. Your concurrently validated benchmark is then installed into the Achiever online system under your specific account and will be incorporated into all future reports you process for that specific job.
Not every position within a company needs to be validated by this method. Many companies will not have the number of participants in any specific position to justify the study. However, if a client feels that they have a unique position or simply wants to forestall any challenges, a complete validation study can be conducted. This provides the company additional insurance against claims of adverse impact.
Concurrent validation is not always possible due to the limited number of people within a specific job in the company. The Achiever assessment has already been validated in many jobs and, as a Achievement Tec client, you have access to our accumulated database of validated benchmarks. For most companies and most jobs, no additional validation studies are necessary.
Job Requirement Validation
The main focus would be the requirements of the job, as understood by experts such as the peer members of the job, industry representatives, institutional policymakers, senior managers, etc.. Referencing the job description and shared knowledge, a Job Function Requirement Questionnaire gathers the opinions of the experts. The accumulated responses are then evaluated and a benchmark is created. This type of benchmark is not based on any statistical analysis but is based on the acceptability of those chosen experts.
Predictive Validation Study
One other option is available for creating a benchmark. A predictive validation starts with the job candidates and is based on the ability of the assessment to predict their future performance. The candidates are initially tested, and from the results, a prediction is made as to who would be more successful than others; however, it is not used in the initial hiring process. The candidates are then evaluated through initial training and performance. The benchmark is valid when the predictions of the assessment correlates to the actual success of the candidates. However, this process does take time and a large participation group. This is more appropriate for large companies with volume hiring needs.
- Are we scared to take vacation time? The trouble with vacation time: Why Americans won't take time off http://t.co/paWWDWMyBh via @hrdive
Posted 8 days ago on Twitter.
- How a simpler report can hold MORE value! Assessments, Trump and HR: A Love Story | http://t.co/U8MVEexujt: http://t.co/wLTfeimoJT
Posted 10 days ago on Twitter.