Comments on: Results from the 5th Annual Rocket-Hire Online Screening and Assessment Usage Survey http://www.ere.net/2008/04/15/results-from-the-5th-annual-rocket-hire-online-screening-and-assessment-usage-survey/ Recruiting intelligence. Recruiting community. Sat, 07 Nov 2009 21:13:33 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: KT Connor http://www.ere.net/2008/04/15/results-from-the-5th-annual-rocket-hire-online-screening-and-assessment-usage-survey/comment-page-1/#comment-5182 KT Connor Thu, 19 Jun 2008 21:31:44 +0000 http://www.ere.net/2008/04/15/results-from-the-5th-annual-rocket-hire-online-screening-and-assessment-usage-survey/#comment-5182 The kind of assessment I use in my consulting measures judgment and decision-making ability. Specifically it measures the ability of the person to perceive clearly and to translate that perception into a decision that is appropriate to the situation. Basically, that is the core talent a company "buys' in an individual, at all levels. Naturally you can't use the usual self-report method for this, so we use an objective mental task, analyzing it to track the process used. I'm not sure where this fits in the listing above, so I can't tell how many are using this methodology. (It's heartily predictive.) It's not technically psychological, nor is it what is traditionally considered a cognitive assessment. Any ideas? I suspect it's a completely different category. The discipline behind it is philosophy/symbolic logic. The kind of assessment I use in my consulting measures judgment and decision-making ability. Specifically it measures the ability of the person to perceive clearly and to translate that perception into a decision that is appropriate to the situation. Basically, that is the core talent a company “buys’ in an individual, at all levels.

Naturally you can’t use the usual self-report method for this, so we use an objective mental task, analyzing it to track the process used. I’m not sure where this fits in the listing above, so I can’t tell how many are using this methodology. (It’s heartily predictive.) It’s not technically psychological, nor is it what is traditionally considered a cognitive assessment. Any ideas? I suspect it’s a completely different category. The discipline behind it is philosophy/symbolic logic.

]]> By: Howard Adamsky http://www.ere.net/2008/04/15/results-from-the-5th-annual-rocket-hire-online-screening-and-assessment-usage-survey/comment-page-1/#comment-3656 Howard Adamsky Tue, 15 Apr 2008 06:55:00 +0000 http://www.ere.net/2008/04/15/results-from-the-5th-annual-rocket-hire-online-screening-and-assessment-usage-survey/#comment-3656 Now THATS an article! Now THATS an article!

]]> By: Bob Handwerk http://www.ere.net/2008/04/15/results-from-the-5th-annual-rocket-hire-online-screening-and-assessment-usage-survey/comment-page-1/#comment-3654 Bob Handwerk Tue, 15 Apr 2008 02:58:00 +0000 http://www.ere.net/2008/04/15/results-from-the-5th-annual-rocket-hire-online-screening-and-assessment-usage-survey/#comment-3654 As a user of on-line assessment tools, one of the key components in my evaluation is that of 'validation'. The empirical backup for any tool is really key... an employment agency recently told me they do 'in house validation studies' - translated they informed me it meant if their customers 'liked' the tool. Granted, I'm biased towards the Profile XT -- because of the extensive validation and reliability studies,.. combned with post use metrics validity can be powerful uses of empirical evidence to evaluate these instruments. As a user of on-line assessment tools, one of the key components in my evaluation is that of ‘validation’. The empirical backup for any tool is really key… an employment agency recently told me they do ‘in house validation studies’ – translated they informed me it meant if their customers ‘liked’ the tool. Granted, I’m biased towards the Profile XT — because of the extensive validation and reliability studies,.. combned with post use metrics validity can be powerful uses of empirical evidence to evaluate these instruments.

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