Using Assessments as a Valid Selection Tool
Infusing additional objective data into your selection process: good. The potential for lawsuits: bad. Hiring the wrong person: just plain ugly. What is the magical formula? How can you increase the accuracy of your selection process while minimizing risk, reducing costs, and increasing efficiency? Appropriately used, well-developed assessments can be the answer as long as you follow some basic scientific principles. This session provides methods to create or critically evaluate and strengthen assessment strategies.
Learning Objectives:
- Learn the relative predictive validity of key employee selection methods.
- Discover a process for identifying what candidate attributes matter most, and will have the biggest impact on key organizational outcomes.
- Explore different types of assessment instruments, and the strengths, limitations, and appropriate uses of each.
- Investigate various methods for measuring and quantifying the impact of your selection strategy.
Whitney Martin
As a measurement strategist, Whitney’s passion and expertise lies in the field of surveys and assessments. A self-professed “data nerd,” Whitney has a Master’s degree in the area of Human Resources Measurement and Evaluation and has conducted extensive research on the predictive validity of various hiring assessment strategies.
Whitney has been a highly rated speaker at several National HR Conferences and has authored articles on assessments for several books and publications, including Harvard Business Review. She is a member of the Society for Industrial & Organizational Psychology (SIOP) and has two decades of experience working in the assessment industry.
