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World Class Selection June 2008
North 51 - A team you can rely on
The Psychology of Selection
World Class Selection June 2008
Presentation Objectives:
To highlight the organisational benefits of world class selection
To illustrate how effective selection processes underpin talent management & sales force effectiveness
To highlight the practical steps to achieving world class selection
World Class Selection June 2008
Organisational Benefits of World Class Selection
Greater productivity (strong evidence base over decades)
Higher job satisfaction; better retention of talent
Positive organisational image; improves ability to attract talent
Fairness & legal compliance
World Class Selection June 2008
Improved Productivity
Most important element of talent management & sales force effectiveness models i.e. the ability to predict talent
Research indicates difference in performance between highly effective and moderately effective employees is between 40% & 70%.
Even greater variability in performance in sales roles.
Conduct utility analysis; indicates even relatively moderate shifts in predictive validity (i.e. ability to predict effective in-job performance) makes a significant difference to the bottom line.
World Class Selection June 2008
Predictive Validity of Selection Methods
1.0 Perfect prediction
0.0 Graphology
0.13 References 0.11 – 0.33 Interviews
0.68 Assessment Centres (Potential)
0.41 Assessment Centres (Current Performance)
0.38 Personality test
0.54 Work Sample & Ability tests
World Class Selection June 2008
Challenge 1: Effectiveness of Current Processes
What is the predictive validity of your current selection methods?
How close are you to world class standards?
What action is being taken to reach these levels?
World Class Selection June 2008
Key Steps to Effective Selection
Stage 1: Job Analysis
Definition of target competencies and behavioural indicators
Developed through job analysis e.g. diary, card sort, critical incident technique, repertory grid method
Whole process underpinned by quality of this stage.
Yes ease of use is important, but not at the expense of having reliable & valid indicators of effective performance.
World Class Selection June 2008
Challenge 2: How robust is your competency framework?
How robust were the methods used to develop your competency framework?
Correlations between performance appraisal scores & performance?
Are there routine processes for updating framework in light of local evidence & the changing nature of the business?
World Class Selection June 2008
Key Steps to Effective Selection
Stage 2: Design of Selection Methods
Calling something a robust selection method (e.g. assessment centre) doesn’t mean it’s effective
Depends on quality of design
Clear link between competency indicators, critical incidents (areas where you get biggest difference in performance between job holders) and exercises/methods used
World Class Selection June 2008
Assessment Centres
One of the most effective methods of assessing individual potential & one of the most effective tools for selection
Key Features: Objective assessment of most critical competencies & job related behaviours
Multi-method, multi-rater selection method – therefore each target competency must be assessed at least twice.
Standardised assessment; multiple trained assessors
Data integration
World Class Selection June 2008
Example Assessment Centre Matrix
Note: The above was designed for a sales role
ASSESSMENT EXERCISEGroup CBI Sales Analysis Presentation Personality Ability
Exercise Role-Play Exercise ExerciseCOMPETENCY / ASSESSMENT DIMENSION
Drive for Results * * * *Influencing * * * * *Planning & Organising * * * *Problem Solving & Decision Making * * * * * *Commercial Acumen * * * *Emotional Intelligence * * * *
World Class Selection June 2008
Design & Delivery of an Assessment Centre
Define Competency Profiles (identify competencies/behavioural
indicators)
Define Competency Profiles (identify competencies/behavioural
indicators)
Design AC Process(exercises & competency matrix)
Design AC Process(exercises & competency matrix)
Pilot ExercisesPilot Exercises
Finalise Exercises Finalise Exercises
Assessor Training Assessor Training
Assessment Centre DeliveryAssessment Centre Delivery
Step-by-Step Process:
Evaluate CentreEvaluate Centre
Pre-Centre LogisticsPre-Centre Logistics
FeedbackFeedback
Job Analysis & Competency Model
Job Analysis & Competency Model
Profile ValidationProfile Validation
World Class Selection June 2008
Psychometric Tests: Supplementary Evidence
Add value to selection process; can increase ability to predict effective in-jobperformance, what’s called ‘additive predictive validity’.
Two main types of psychometric assessment used for selection purposes:
1) Ability / Aptitude Measures - still one of the most reliable & valid methods of predicting in-job
performance for any job role
2) Personality Measures e.g. OPQ32, 16PF5, Hogan- if your going to use an instrument make sure it has good reliability
& validity data. Check with Psychometric Testing Centre of the British Psychological Society.
NOTE: Not to be used in isolation but to complement additional selection methods
World Class Selection June 2008
Giving Feedback
Whatever the selection decision, all candidates should be offered feedback on their performance during selection events – best practice and increases the reputation of your company.
This needs to be considered for 3 groups:
i. Successful candidatesii. Unsuccessful internal candidatesiii. Unsuccessful external candidates
World Class Selection June 2008
Why is Evaluation Important?
Evaluating assessment centres is of particular importance but is rarely given the attention it deserves.
An assessment centre is costly to develop and run, so it is important to assess whether it is fulfilling its purpose and giving value for money
A thorough evaluation can determine which activities are most useful, and which should be altered or omitted altogether
In selection events, evaluating the process is the best way to check for unfair discrimination
Evaluating assessor performance can help ensure standardised assessment
World Class Selection June 2008
Evaluation
The evaluation process could potentially involve 5 key components:
1) Content Validity
2) Concurrent Validity
3) Predictive Validity
4) Exercise Validity
5) Assessor Evaluation
World Class Selection June 2008
Challenge 3: Evaluation of Assessment Centres
Are your assessment centres routinely evaluated against these criteria?
Do you know how close you are to world class standards?
World Class Selection June 2008
Summary
Evidence based selection delivers bottom line benefits
Effective selection is central to sales force effectiveness & talent management
Cost effective to invest in best practice
Need to evaluate effectiveness of system to ensure its delivering ROI; even if it means spending less on delivery
World Class Selection June 2008
Any Questions?