Valid and Valued Executive Assessments
We had a great meeting last week regarding the Use of Tests and Assessments in Executive and Leader Development. It was a lively meeting with many comments and questions from members about specific assessments, and the ethical and professional practices involved with using assessments for selection, development and other purposes.
Prior to the meeting you received a Quick-Questionnaire about your use of tests and assessments in your Top-Talent Practices. [The questionnaire is still open if you would like to contribute and then see how your results compare with the groups.]
We discussed the preliminary responses to those questions during the EDE meeting and compared them with similar questions from a survey done in 2016. The results and the discussion seemed to focus around two main themes:
The importance of having a formal governance process to manage the use of assessments
The differences in types and administration of tests and assessments for selection, development, and other purposes.
I’ve summarized some of the salient points below:
Formal Process for Governing use of Assessments?
Currently response: 46% = Yes; 46% + No; 8% = I Don’t Know
- Several members are currently working to inventory what tests and assessments are already being used in their companies. They using this as a first step in identifying the current state of use and need before advancing any decisions.
- Several members commented about the importance of defining Assessment Philosophy, Strategy, Policy and very importantly --- Executive Commitment to use of assessments to govern ethical and professional use.
- Several factors were identified as important to include in governance, a few examples include:
- What is the objective and company philosophy about assessments?
- How long are results valid?
- Who owns the data?
- Who makes the decision on the use, access, and value of the instruments and the results?
- What analysis and considerations for bias and risk need to be applied?
- Define how to monitor and manage the effectiveness and value of assessments to determine continued use or when to stop / modify use.
Differences in Assessments for Selection vs. Development?
- Some members are only using assessments with higher executive levels and external hiring to key senior leader positions.
- A few companies are leaning into using tests and assessments to help leaders make better talent decisions.
- There is a challenge in getting executives and individuals to buy into the use of psychometrics, and to use the results to help focus development. Looking for ways to reduce resistance and gain acceptance.
- Specifying differences in selection, development, coaching, requirements, and varying types assessments was seen as both important and helpful in allaying some concerns.
- Clarifying the access and roles associated with the employee, manager, HR, executive team, etc. was also discussed as both important to help govern and also allay concerns.
- Many comments were made about the importance of defining the best training to provide to leaders on the best use of assessment results, and helpful coaching tips.
- Whether used for selection or development it was seen as beneficial to integrate assessment results with other employee feedback sources, i.e.: performance management, employee assignments, workplace & team results, etc.
log in