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It all starts with interviewing the jobholders, managers, and senior managers to identify success factors that drive job performance. Then, use the job analysis data to select content-valid and criterion valid assessments and tests that measure critical elements of the job. Next, validate each test to prove it works. Finally, put the assessments together in an orderly fashion and administer them to your candidates. Comparing the accuracy of different selection tests and processes would graphically look something like this:
Adding assessments together to create a multiple hurdle process improves the accuracy of your hiring decision. In the ideal world of a logical, predictive hiring system, each stage is linked to the next. This requires investment in process, people, and technology that can pay for itself by saving just one or two hiring mistakes. About the Authors Jeff Furst is the founder, President, and CEO of FurstPerson, Inc. Michelle Cline is a Vice President with FurstPerson, Inc. FurstPerson helps call center organizations find, hire, and keep top performers. Their solutions focus on improving productivity, reducing turnover, and reducing training time. |
Published: Wednesday, November 6, 2002
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