We I-O psychologist-types tend to be real data hounds. Much of the work we do for our employers/clients involves the use of data to investigate specific … Read more
Budgeting for Assessments
One of the most difficult aspects of using assessment lies in gaining an understanding of the various pricing models associated with it. This understanding … Read more
Why You Must Implement an Evidence-based Assessment Process
There was an interesting story in the July 19 edition of Time about Dodge & Cox, the San Francisco-based mutual fund company. Here’s the opening … Read more
There’s More to a Test Than Questions
Once a week I get called by someone, usually an administrative assistant, asking if I have a personality test. When I try to get more information, she … Read more
What’s Good and Bad About Employee Profiling
Recently, many of my clients have inquired about the viability of an assessment methodology known as employee profiling. As with many of the available … Read more
Getting to Know I/O Psychologists
Article by Charles Handler and Mark C. Healy Many ERE readers are aware that there are several different types of scientists who study the interaction … Read more
Validating a Personality Test
Sure, it’s easy to say engineering, legal, IT, or actuarial jobs require technical degrees. People in these professions need a substantial amount of … Read more
Supporting Assessment, Maximizing the Candidate Experience
Applying for a job isn’t very satisfying for many an applicant. Application processes are often shrouded in mystery because they represent a one-way … Read more
Hiring for Potential vs. Skill
In seeking to create an effective hiring strategy, there’s a continuum that dictates the key attributes that should be measured in applicants. … Read more
Improving Interviews and the Candidate Selection Process (Part 1 of 4)
Most selection processes cannot accurately predict probability of performance. In most cases, the process relies solely upon three basic elements, and each … Read more