Why use an assessment process?

When you’ve used the power of your intuition and observation and have interviewed the potential leadership candidate you have revealed the tip of the iceberg. So how do you get to the two thirds of a person that exists below the water level?

Using an assessment process is the way to go. One of the primary reasons for this is that you are removing your personal biases and personal perception filters.

That being said it is necessary to choose the right type of assessment to get the most reliable information possible.

When choosing an assessment it is necessary to first make sure that it is valid and reliable.

Any assessment used should come with a technical manual that displays recent studies for reliability and validity.

Reliability

Reliability refers to how consistently an assessment measures what it measures.
Levels are generally acceptable if .70 or higher.

Validity

With regard to the internal validity the measurement must show that it is clearly consistent with expectations based on the constructs being measured.

The reports produced from assessments must be straight forward, easy to understand and should not require any undue interpretation by the reader.

There are now thousands of different types of assessments available to companies for hiring and coaching individuals. These assessments can follow an individual throughout their career in a company as the individual grows and develops from one position to another.

The use of an assessment process can answer the following questions for leaders and managers within any company or organization:
How can I increase retention of top performers?
Who should I promote?
Who are potentially my most effective leaders?
In what positions will each of my employees make their most significant contribution?
What types of training give me the best results?
What candidates should I hire to assure top performance and compatibility with our corporate culture?
How can I reduce turnover, absenteeism and theft and increase bottom line profitability?

When you know that an assessment process is valid and reliable and can help you answer these questions you are probably on the right track in making your choice of what will be the most useful for you.

To gain more information on such processes visit my website at http://www.partnersinprogress/ and click on the icon to bring you to Profiles International.

Do you feel that using assessments could make a difference in helping you to make the right choices?

Let me know your opinion.

Positively and successfully,
Wendy Hue, PCC, CSP
www.partnersinprogress.ca