Do you think I/O psychologists need more intimate and in depth knowledge about a job to construct an assessment center compared to other types of selection measures?
Compared to the other articles we have read on other predictors (e.g. personality, cognitive ability), these readings really emphasized the importance of demonstrating construct and criterion-related validity of assessment center exercises and dimensions. Why do you think that is? Maybe these must be more concretely or explicitly justified because of the amount of time and cost needed to implement and use an assessment center?
How responsible are I/O psychologists to know different approaches to conducting Assessment center exercises? Wouldn't it be essential to learn the job before figuring out how to design an exercise for the center?
I would like to see a utility analysis about AC's. I know we read that these utility estimates are futile, but I would like to get some sort of idea of the cost/benefit ratio for organizations before I would recommend an organization use or develop an assessment center. Roni would you recommend organizations use AC's? I guess more to the point, under what circumstances should we think about recommending AC's for organizations?
I agree with Shane about wanting to see a UA study of ACs. If cost were not an issue, would today's readings have convinced you that ACs are the most effective selection procedure?
There seems to be a tug of war between assessments that demonstrate high criterion-related validity such as biographical data and assessment centers and assessments that demonstrate high construct validity. Do you think there is a way to marry the two? Can you think of any successful examples?
Do you think I/O psychologists need more intimate and in depth knowledge about a job to construct an assessment center compared to other types of selection measures?
ReplyDeleteCompared to the other articles we have read on other predictors (e.g. personality, cognitive ability), these readings really emphasized the importance of demonstrating construct and criterion-related validity of assessment center exercises and dimensions. Why do you think that is? Maybe these must be more concretely or explicitly justified because of the amount of time and cost needed to implement and use an assessment center?
ReplyDeleteHow responsible are I/O psychologists to know different approaches to conducting Assessment center exercises? Wouldn't it be essential to learn the job before figuring out how to design an exercise for the center?
ReplyDeleteI would like to see a utility analysis about AC's. I know we read that these utility estimates are futile, but I would like to get some sort of idea of the cost/benefit ratio for organizations before I would recommend an organization use or develop an assessment center. Roni would you recommend organizations use AC's? I guess more to the point, under what circumstances should we think about recommending AC's for organizations?
ReplyDeleteI agree with Shane about wanting to see a UA study of ACs. If cost were not an issue, would today's readings have convinced you that ACs are the most effective selection procedure?
ReplyDeleteThere seems to be a tug of war between assessments that demonstrate high criterion-related validity such as biographical data and assessment centers and assessments that demonstrate high construct validity. Do you think there is a way to marry the two? Can you think of any successful examples?
ReplyDelete