Kriyaz
Executive
Sreeramca
Manager - Training

Dear HR fellows,

I have written an article with experiment and researches over how assessment tests are not delivering upto their values. That is not because tests are dysfunctional, but it is because response sought is not authentic one.

"There are times when we face some new situations, situations which we have never heard of before, situations which are completely novel to us, situations which doesn’t fit into any patterns what we have ever seen, heard or even thought about. Now facing them what you, I or anyone will probably do? Probably we will stop the chaotic halo in our mind, think for some moments and then will take a decision based on facts explored through our intelligence. In between we may also doubt our competence while taking decision since solution wasn’t and still isn’t obvious to us. But what would have had happened, had there been some patterns which we, as company, recruiters, parents would have been able to understand? Life would have been easier, had we had that small hint more often. Or is it so?"

Hope it'll be of your help.

Regards

Gaurav
7th July 2011 From India, Calcutta

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File Type: pdf I Lie to Myself (08.06.2011).pdf (132.3 KB, 993 views)

Hi Gaurav,
Great article. Well researched.
I agree about the aspect of the unpredictability of the assessment tests.
Going a little beyond i also wonder what do people do with assessment tests except for selection/rejection.
What are the tools available for rectifying/improving upon the issues highlighted in these tests?
Have you come across such case studies?
8th July 2011 From India, Delhi
Good insights. I have seen people from big b-schools not doing well in such tests and a grad from a near by college doing it well. I feel that, one just cannot depend on these reports only to take decision. use these tools in combination with some common sense to make decision reliable.
Thanks for sharing.
8th July 2011 From India, Madras
Thanks for reading through article. In my experience other selection many companies use them for Developmental purposes as well as for Promotional/succession planning.
There are typically 3 ways to counter the issues
1) Use different variant of same question.
2) Cross test when employee is in different mood.
3) Assessment Center.
These are most practical.
Regards
Gaurav

11th July 2011 From India, Calcutta
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