Why People Expect Assessments to Do Impossible Things

We all want to make well-informed decisions, especially when there are valuable outcomes at stake. Having specific information and knowledge about likely outcomes can be incredibly useful—but only if we actually know how to interpret the evidence.   A classic example Imagine that you go to see the doctor. The doctor administers a medical assessment for a rare disease that you might […]

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Can Work References Reveal an Applicant’s “True” Personality?

Personality assessments can be a very valuable hiring tool. But they’re not perfect in every way.   The main criticism is that nothing can really prevent job applicants from “faking” their responses. Personality assessments never provide perfect predictions of job performance or other key outcomes—and perhaps this is due to applicant “faking.” Related articles: Can Applicants Cheat a Personality Assessment? […]

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Can Applicants Cheat a Personality Assessment?

Job applicants might try to cheat a per-hire assessment. Personality assessments offer many advantages, but they also seem like they could be easy to cheat. These assessments allow you to freely select your responses—there is nothing to prevent you from selecting responses that might make you look good, even if they don’t accurately describe you. But how often does cheating […]

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How to Evaluate Pre-Employment Assessments

Pre-employment assessments can improve the speed and accuracy of hiring decisions. Unfortunately, not all pre-employment assessments are equally useful. How can you tell the difference?   In this week’s article, we cover 4 critical areas that every employer should consider before making the decision to use a pre-employment assessment: Reliability, Validity, Validation, and Legal Considerations.   Reliability A pre-employment assessment […]

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How To Use Assessments Without Alienating Applicants

In my previous post, I talked about how to make your applications more convenient for applicants. This included discussing the length of the overall application from the candidates’ perspective from the general application to any assessments they may have to complete. Hint: it should not be too long. I said I would talk more about screening and assessments, the things […]

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