It seems like work sample tests would be more predictive for jobs that have more mundane tasks with low complexity. Or maybe jobs that require physical coordination or skill. Does anyone else get that sense or do you think it is the opposite?
I agree with you Shane. How practical is this selection tool for highly complex jobs, especially if you have to get an artist to draw all the images of work situations?
I agree with Shane and Katie. I wonder how predictive work sample tests would be for jobs that require things like complex problem solving and decision making skills or creativity/innovation? Or for jobs that are constantly changing?
The director of our service trip program (in my office) asked applicants for the role of service trip coordinator (we select two for each trip) to bring a 'work sample' to the interview. I don't think she has background in selection (she has not studied what we have about how a test should be measuring a particular construct), but these ended up telling us a lot about the personalities of the applicants! One guy brought in a keyboard and played the beginning of a piano composition he was inspired to write because of his service trip. We do look for creativity in leaders, so this was fun! It has led now to a big fund-raising concert (for the service-trips) that he has enlisted 7 other coordinators to play in! (You are all invited - April 28th at 7:30 Harper Center at Creighton! :)
So it seems work-centered assessments compared to construct-centered assessments are not the bias reducing panacea they seemed to be or that I intuitively thought they would be. They still seem to have greater face validity, but I am not at all sure that justifies the cost. Thoughts?
It seems like work sample tests would be more predictive for jobs that have more mundane tasks with low complexity. Or maybe jobs that require physical coordination or skill. Does anyone else get that sense or do you think it is the opposite?
ReplyDeleteI agree with you Shane. How practical is this selection tool for highly complex jobs, especially if you have to get an artist to draw all the images of work situations?
ReplyDeleteHow do you think an organization can find a balance between using work samples for selection and the relatively (I assume) high cost of them?
ReplyDeleteI agree with Shane and Katie. I wonder how predictive work sample tests would be for jobs that require things like complex problem solving and decision making skills or creativity/innovation? Or for jobs that are constantly changing?
ReplyDeleteThe director of our service trip program (in my office) asked applicants for the role of service trip coordinator (we select two for each trip) to bring a
ReplyDelete'work sample' to the interview. I don't think she has background in selection (she has not studied what we have about how a test should be measuring a particular construct), but these ended up telling us a lot about the personalities of the applicants! One guy brought in a keyboard and played the beginning of a piano composition he was inspired to write because of his service trip. We do look for creativity in leaders, so this was fun! It has led now to a big fund-raising concert (for the service-trips) that he has enlisted 7 other coordinators to play in! (You are all invited - April 28th at 7:30 Harper Center at Creighton! :)
Not sure what I think about this article. I do not gain a sense of why work samples are useful and practical. Thoughts?
ReplyDeleteSo it seems work-centered assessments compared to construct-centered assessments are not the bias reducing panacea they seemed to be or that I intuitively thought they would be. They still seem to have greater face validity, but I am not at all sure that justifies the cost. Thoughts?
ReplyDelete