How to Choose the Right Assessment
First, I want to share some important information about effective use of assessments, a couple of tips on how to use this site and where to find certain information with sample reports, and finally, a couple of videos showing what DISC measures and how to implement assessments in the hiring and selection process.
First, we have been invited to present at several SHRM Chapters. You will find a PDF of Voss Graham's recent presentation: Effective Use of Assessments - Putting Objectivity in a Subjective World.
You will find sample assessment files with brief explanations on their use and application under the "Individual Focus" and "Corporate Focus" tabs or just click on the one you want to review. You will find downloadable samples of every type of assessment report we offer within these two tabs.
Videos for understanding assessments and where assessments fit into functional processes:
- What DISC Measures - the Highs and the Lows.
- An Overview of the Hiring Process and Where Assessments Fit.
Article on How to Choose the Right Assessment
How do you choose the right assessment from so many choices? That is a question that shows up every day. Some people have the answer and others just keep using the one that was introduced to them while in school. Others use the ones recommended by their boss or someone they trust or respect.
The above methods are subjective at best. So how do you choose the right one for you or your organization? There are several factors to review, so let's get started:
- Price - Some choices are made only based upon price. Price per assessment, per project or per group. Price is a consideration, yet, it should not be the only issue to review for using assessments. There are other more important considerations.
- Validation - Now this is another important area, yet it can be overused. Validation of personal assessments should be validated in several areas - accuracy, relationship, construct, and consistency. However, not ALL assessment are in need of validation. There are numerous situations that call for job related accuracy only. In fact, we see this element being a key factor in several assessment processes - are there job related benchmarks being used in the interpretation?
- Legal - Are the legal requirements of the assessments being met? In the 50's and 60's some assessments were used in an illegal manner to eliminate certain classes of people from employment opportunities. And, laws were passed to stop this practice. However, today, several people still have a misunderstanding of what is legal and what is illegal in the use of assessments - particularly in the hiring and selection of people. While you will want to check with your legal advisors - the EEOC and the Department of Labor are very clear on the use of assessments. It is perfectly fine to use assessments - especially if they are focused upon the needs of a job or position rather than an individual. Benchmarking that is job specific is good for legal requirements.
- Norms - What norms are being used by the assessment provider? If the provider cannot "show" you when and where the norms for their assessments were established, then decline to use them. There are many "copy cats" in the marketplace that have not done any research and development to keep their assessments current. Most behavioral assessments were normed on the baby boomers population. Therefore, the X and Y Generation individuals do not get accurate results. Thus a disconnect between the reports generating and the belief that the information is accurate. Your norms should be set from the 21st century not the early 20th century.
- Easy of Use - The assessment process should be difficult for the user or the benefactor of the results. The instructions and deliverable should be easy to understand and implement. Simple and clear is the key.
- Support - Do you have a provider that has experienced and certified individuals to support the debrief of information provided from the assessments. To often, you will have a "certified" individual that has no practical experience. Therefore, the insight into how certain factors or combinations impact an individual or organization could be missing. This lack of insight will hurt you in the long run.
- Language - During the 20th century one language was okay. However, today with the global presence and multi-cultures in the marketplace the question of "What languages are available for this assessment?" is key. A quality assessment should be available in multiple languages over the same system that everyone uses. By the way, our experience is the base language spoken by participants is important for taking assessments. To much time is wasted trying to intepret the definitions of words used in the assessment with misunderstanding and inaccurate results commonplace. However, when people use their primary language while taking the assessment - the accuracy is improved.
Review these points before making your decision as to how to which assessment or combination of assessments you should be using to get the results you want.