The Role Assessments Play in Talent Management
If you had a way to better ensure your organization was hiring the best candidate for a job, internally promoting the best employee and maximizing the potential of its workforce, wouldn’t you try it? Research tells us that nearly 80% of companies with 100 or more employees utilize talent assessments in the recruitment of external hires. This course will not only discuss their use in talent acquisition but also in on-boarding and in on-going talent development. The content is designed for you, the HR professional, to learn about these great tools and how to use them during major phases of the employment cycle.
After this course, you’ll be able to:
Add Talent Assessments to your HR toolkit. Better enable yourself and your management team to win the war for talent and drive business performance.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 2.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 2.0 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Integrity Tests
Module: Assessment Types
You may be wondering “What is an Integrity Test?”. Well, an integrity test is designed to predict counterproductive workplace behaviors. They are effective. They are short in duration to administer. And they are very inexpensive. So they can be quite useful for prediction of job performance at all organizational levels and the research has shown that they are one of the overall best predictors having a correlation to job performance of roughly 0.46 which is fairly strong. There are two forms of integrity tests.
The first form is called an overt test which ask questions directly about stealing, drug use, etc. in a very transparent way. These are quite useful in the retail sector or for hourly level employees. But with overt integrity tests it is pretty easy for an intelligent applicant to realize what the test is measuring so faking “good” is much more likely to happen.
However, the other form of integrity tests is called personality-based integrity test or covert integrity tests in which the questions are not readily transparent. Personality-based integrity tests ask questions that are statistically related to the counterproductive behaviors, organizational citizenship behaviors and to rule following. Personality-based integrity tests are not transparent and better suited for leaders, professionals and hourly employees because it is not easy to fake “good” and the candidates are less likely to be insulted by having to answer questions that explicitly ask about theft, drug use, etc.
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Dr. Craig Haas is a Management Consultant and Executive Coach at Advantage Performance Group with over 15 years of experience in helping companies select high quality talent and develop leaders.
His specialty is talent assessment for enterprise wide talent acquisition and leadership development initiatives. Craig is also a talented training facilitator. He also serves as an...