Are Assessment Tests Missing the Mark? Exploring Authenticity in Responses

Dear HR fellows,

I have written an article with experiments and research on how assessment tests are not delivering up to their value. This is not because the tests are dysfunctional, but because the responses sought are not authentic.

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

Hope it'll be of your help.

Regards,
Gaurav

Great article, Gaurav. Well researched. I agree about the aspect of the unpredictability of the assessment tests. Going a little beyond, I also wonder what people do with assessment tests except for selection/rejection. What tools are available for rectifying/improving upon the issues highlighted in these tests? Have you come across such case studies?

Good insights. I have seen people from big B-schools not doing well in such tests, while a graduate from a nearby college performs well. I feel that one cannot depend solely on these reports to make decisions. Use these tools in combination with some common sense to make decisions reliable.

Thanks for sharing.

Thank you for reading through the article. In my experience, many companies use assessments for developmental purposes as well as for promotional/succession planning. There are typically three ways to counter the issues:

1. Use a different variant of the same question.
2. Cross-test when the employee is in a different mood.
3. Assessment Center.

These are the most practical approaches.

Regards,
Gaurav