ABC Pre-Employment Assessments Presented by Turknett Leadership - - PowerPoint PPT Presentation

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Turknett Leadership Group • www.turknett.com

ABC Pre-Employment Assessments

Presented by Turknett Leadership Group

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Assessment for Hiring is Increasing

76% of organizations with over 100 employees use assessment tools for hiring.

That number is expected to increase to 88% over the next few years.

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

• With over 25 years’ experience, Turknett

Leadership Group is an Atlanta based Management Psychology and Leadership Development firm

• TLG helps organizations hire the best people,

identify and develop high potentials, and create high-performing cultures for long-term business success

About TLG

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

TLG Services

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Turknett Leadership Group

Turknett Leadership Character Model ™ www.turknett.com 770.270.1723

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Approach to Pre-hire Assessment

• Collaboration and partnership
• Job related
• Well developed and validated assessment

instruments

• Tailored – based on client needs regarding

speed, simplicity, and cost – with concern for candidate experience

• Flexible, but consistent

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

The Nuts and Bolts

• Staff
• TLG President and a senior level consultant will be initially

assigned to your account.

• TLG has five full-time staff members, five long-term contract PhD

consultants, access to other consultants , and partnerships with

• ther strong I/O firms.
• Billing
• Each ABC entity will be set up separately in our accounting

system but will be connected to an umbrella ABC account

• Each management assessment will be billed to the appropriate

person designated as the contact for that position

• Reporting
• Status reports can be sent at an agreed upon basis

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Our Selection Process

• Initial Organization/Culture Analysis
• Position Analysis
• Development of Selection Assessment

Battery and Interview Protocol

• Report Design
• Definition of Assessment and Reporting

Process

• Confirm Process Roles and Responsibilities

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Turknett Leadership Group • www.turknett.com

Culture Analysis

GOAL: help TLG understand the organization and key characteristics to ensure candidate fit

• Review existing materials regarding ABC mission,

vision, values, competencies, etc.

• Conduct interviews with key leaders and hiring

managers

• Focus on current culture and consider any major
• rganizational change or future direction that might

impact candidate fit

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Position Analysis

GOAL: Determine key competencies and requirements for the target job(s)/position(s)

• Review existing job/position related materials (e.g.,

job descriptions, performance appraisal forms, prior position analysis results, etc.)

• Use interview and survey methods to understand

competencies required for effective performance

• Consider position as currently defined as well as any

“in the future” needs

• Separate analysis is done for each position title

(several jobs can often be analyzed at same time)

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Turknett Leadership Group • www.turknett.com

Develop Assessment Battery

GOAL: Identify assessment tools that measure knowledge, skills, and competencies required for effective performance.

• Review available assessment tools with proven track

record of measuring critical competencies.

• Map tools to critical competencies.
• Identify best set of assessment tools to cover critical

competencies considering:

• Comprehensive coverage of required knowledge,

skills, competencies without redundancy

• Ease of administration, scoring, and reporting
• Cost in terms of $ and time
• Candidate experience

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Types of Assessment Tools & Methods

• Interview
• Work sample
• Personality test
• Cognitive – thinking ability test
• Situational judgment test
• Job knowledge test
• Assessment Center (Leadership group discussion,

simulation, role play – actual challenges)

• Physical ability test
• Multi-source (360) feedback (if internal candidate

pool)

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Types of Assessments Used in Top Organizations

10 20 30 40 50 60 70

Multisource (360) ratings Personality Inventories Interviews Biographical data Role Plays/Simulations Cognitive Abilities Career Achievement Inventories Assessment Centers Motivational Fit

High Potentials Senior Executives Allan H. Church and Christopher T. Rotolo, “How are Top Companies Assessing Their High-Potentials and Senior Management Executives: A Talent Benchmark Study,” Consulting Psychology Journal, 2013, Vol. 65, No. 3, 199-223

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Turknett Leadership Group • www.turknett.com

Example - designed for front line

ESQ

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Turknett Leadership Group • www.turknett.com

Example - designed for management

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Example - designed for noting derailers

HDS – Hogan Development Survey

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Turknett Leadership Group • www.turknett.com

Examples of Assessment Tools for Non-Management

• Turknett Workstyle Inventory: A 5-factor

based personality test that has been validated in applicant populations and is linked to competencies for selection

• Employee Screening Questionnaire (ESQ2): is

an assessment of conscientiousness, integrity, dependability, and customer service skills

• Predicts applicants' probability of engaging

in various positive and negative work behaviors

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Turknett Leadership Group • www.turknett.com

Examples of Assessment Tools for Managers

• Occupational Personality Questionnaire (SHL): An

assessment based upon preferred work behaviors. Includes a report that summarizes how the candidate’s preferred behavioral style is likely to influence their performance on 20 universal leadership competencies

• Hogan Personality Inventory: A comprehensive,

business-based assessment of personality that is specifically designed to predict occupational success

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Examples of Assessment Tools for Managers

• Hogan Motives, Values, and Preferences Inventory:

A measure of personal values that is used to assess potential fit between an individual and the values

• f the organization.
• Hogan Development Survey: A personality

inventory designed to indicate risk factors that tend to impede work performance

• The risk factors identify specific performance

challenges that may be linked to validated competencies of the job

• Watson Glaser: A measure of critical thinking,

featuring a library of executive norms

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Online Assessment Portal – PAN Candidate Experience

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Creating Assessment Batteries - PAN

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Turknett Leadership Group • www.turknett.com

The Interview as an Assessment

GOAL: Collect information about the candidate to confirm and/or supplement data from other assessment tools.

• Most pre-hire assessment processes include one or

more interviews.

• Interviews can be:
• In person, over the phone, or digital.
• Conducted by HR, a hiring manager, other

stakeholders, or an external consultant.

• Conducted by an individual or a panel.
• Critical characteristics of an interview: job/position

related and built to be as objective as possible.

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Turknett Leadership Group • www.turknett.com

Types of Interviews

• Structured Behavioral Interview (SBI)
• Created based upon the requirements identified for the
• job. By using behaviorally based, validated questions and

scoring schemes, SBIs are one of the most reliable ways of evaluating candidate competency levels and identifying the best fit for the job.

• Life History Interview
• Used to gauge a person’s work and personal history. Life

history interviews are especially helpful to determine if a candidate is a good cultural fit to the organization and has values aligned with those of the organization.

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Turknett Leadership Group • www.turknett.com

The Report

• GOAL: Combine data from all assessment

tools/methods in a user friendly way.

• The optimal scheme for scoring and combining

data from multiple assessment tools depends on the position and the goals of the organization.

• A typical Non-Manager report includes only data

from quantitative assessment results.

• A Manager report may include quantitative

assessment results and information from a TLG conducted Structured Behavioral Interview

• For Executive selection, reports include assessment

results and information from a Structured Behavioral Interview and Life History interview.

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Turknett Leadership Group • www.turknett.com

The Report (cont’)

• TLG creates reports that are user friendly and

available electronically.

• If multiple assessment tools are combined, clients

may also choose to engage in a short verbal debrief of the information with a TLG consultant.

• Turnaround from completion of all assessment

tools/components to delivery of report will be agreed upon in advance and may vary based on complexity of the assessment process and the number of candidates.

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Turknett Leadership Group • www.turknett.com

The Assessment Process

GOAL: Sequence all assessment and pre- hiring components in a way that balances efficiency and usefulness. GOAL: Assign roles and responsibilities in a way that creates a seamless process and an excellent candidate experience.

• There are pros and cons for placing assessment

tools early and later in the overall process.

• TLG and ABC will collaborate to determine the
• ptimal process.

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Turknett Leadership Group • www.turknett.com

Assessment Administration

GOAL: Efficient, smooth, and error free.

• Assessments are available for electronic

administration via the web.

• Candidates receive easy to follow instructions

that can be provided by ABC or TLG.

• Note: Some cognitive/critical thinking tests are

best administered in person to minimize faking/cheating.

• ABC and TLG work collaboratively to ensure

that any training needed for ABC personnel is provided.

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Turknett Leadership Group • www.turknett.com

Different Processes Based on Level

• The quantity and level of assessments used

are determined by the position

• Non-manager, manager, and executive

level pre-employment projects will likely use different assessments and follow different processes

• Interviewing and reporting is determined by

position as well

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Turknett Leadership Group • www.turknett.com

Let’s Talk About Rigor

• A well developed, job related assessment

process

• Will help ABC select the best candidates and

build a strong workforce

• Will meet legal requirements
• TLG uses scientifically developed assessment

tools that have been validated in a variety of settings.

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Turknett Leadership Group • www.turknett.com

Let’s Talk About Rigor

• Certain positions/jobs may require additional

steps in the development and validation process:

• Large number of incumbents and hires
• A customized assessment tool will be developed
• In these cases, a local validation study may be

needed before or after the assessment tool is put into place. This would involve more significant data gathering and analysis to confirm the link between assessment results and job performance.

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Turknett Leadership Group • www.turknett.com

Let’s Talk About Rigor

• Documentation of how the assessment process

was created and is being used is a key element

• f rigor.
• And…consistency in following the entire pre-

hire assessment process is just as important as rigor in developing the process. Inconsistency can lead to:

• Inaccurate assessment
• Reduced value of the assessment tools
• A sense of unfairness among candidates
• Legal challenge

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Turknett Leadership Group • www.turknett.com

Potential Pitfalls

TLG is sensitive to potential pitfalls of pre-hire assessment processes. These include:

• Unrelated to job
• Overly subjective – not reliable; temptation to

select the “like me” candidate

• Inconsistent administration or application of

results

• Selection procedure that results in adverse

impact or disparate treatment

• Using personality tests designed for development

in selection settings

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Turknett Leadership Group • www.turknett.com

Why Turknett Leadership Group?

• We are not a one size fits all resource. We seek

to craft a solution that meets ABC’s needs excellently.

• We will not try to “fit you into” our prescribed tools
• r process.
• We will challenge you to create an assessment

strategy and process with high standards.

• We understand that this is ABC’s pre-hire system

and you are in the driver’s seat.

• We will not try to sell you a “top of the line” system

that is more than you need.

• We will point out pros and cons (risks)of various

possibilities.

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Why Turknett Leadership Group?

• We have significant experience with many

assessment tools.

• We do offer some proprietary assessment tools.
• We are also very comfortable and willing to

create a system for you that uses tools from one

• r more other vendors.
• We seek true partnership and collaboration.
• We are very flexible with regard to our level of

involvement.

• We listen first…then we provide input, expertise,

and assistance.

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Levels of Involvement

• Create Success Profile
• Cluster jobs
• Research assessment tools
• Match tools with Success

Profile

Build Administer & Report Advise

Select instruments Create structured interview guide Devise scoring scheme Integrate tools Sequence tools and define process Contact candidate Administer instruments Conduct interview Consolidate results Deliver summary report Debrief HR

• r Hiring

Mgr

TLG involvement may vary

• Across positions

(e.g., more involvement for higher level positions)

• Over time

(e.g., as ABC gains

more experience with tools)

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Levels of Involvement

• Advise
• Create position success profile (key knowledge, skills, competencies)
• Cluster jobs
• Research assessment tools; match position requirements to tools
• Build
• Determine best combination of tools and scoring scheme
• Develop structured interview guide
• Integrate assessment results with interview protocol
• Outline best sequencing of pre-hire steps
• Administer and Report
• Contact candidates for assessment and administers
• Interview candidates
• Consolidate results into report
• Debrief HR/Hiring Manager
• Ongoing Support
• Feedback sessions for hired candidates
• Monitor/track system and modify as needed
• Leadership development (post onboarding)

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Turknett Leadership Group • www.turknett.com

Questions?

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Thank you!