SELECT PERSPECTIVES BLOG

How Can I Prove the Employee Assessment is Working? [Video]

Posted by  Ted Kinney, Ph.D.

prove employee assessment works

Understandably, clients often are tasked with proving the ROI of employee assessments. In this vlog, we start with a skit where the "client" asks a question we commonly receive:

"I know we don't have a big enough sample size yet to do a validation study [since we just started the assessment], but my plant manager keeps asking how we know that the assessment is working."

Rose Keith, a consultant here at Select International, answers this question by explaining how we can look at metrics from before the client started using the assessment and also look at the data since they started using the assessment, called pre/post-implementation testing. 

Some examples of metrics that can be studied include safety incidents and absenteeism rates, measuring what's changed since we started using the assessment. This particular situation, the client had been using the assessment for two years, so there is a good amount of data to look at. 

 

Ted Kinney, Ph.D.: This situation really lends itself to a pre/post design. So, in a pre/post study, you look for data that is indicative of performance or success from prior to the implementation as well as after the implementation so that you can look for the change. The idea is that the delta between pre and post will give you an indication of exactly what impact that intervention is having. So, for example, if you were interested in something like average handling time, you could look at handle time for the six months prior to implementation, and then look at the point from when you implemented the test for the next six months to see if there's a change in the average handling time with people prior to the intervention and after the intervention.

Rose: And, the nice thing about using this kind of alternative to validity is that you have real data that you can look at, and you can look at it before and after, as Ted mentioned. So, when you have these kinds of metrics and you have the start date of the assessment implementation, then you can start looking at what changes you've seen since. 

Ted: Yeah, and it's a great approach because it gives us a sense of causality. There's this point in time where we did something, and if there's a change afterwards, we can attribute it to that intervention. The challenge is that often that pre-data is hard to find. And, more often than not, when I've tried to go down this path with organizations, we've gotten into it and found that the data just aren't available. That being said, when it is available, it can be a powerful way to figure out the return on investment you're getting from an assessment.

There is more than one way to prove and share the validity of an employee assessment (check out our 4 Hacks for Sharing Validity Results). If your organization has been collecting data pre-implementation and has been using an assessment for more than a year, using a pre/post study is a great way to prove that your employee assessment is working. 

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Tags:   vlog, evidence-based hiring, pre-employment assessment, Select International, hiring solution, I/O Psychology, manufacturing assessment, ROI, employee assessments, Talent Strategy, hiring, hiring process

Ted Kinney, Ph.D.

Ted is the Director of Research and Development for Select International. An Industrial/Organizational psychologist, Dr. Kinney leads a team of selection experts and developers in the creation and on-going research into the most efficient and effective selection methodologies and tools. He is a trusted advisor to many international companies across all industries. He has particular expertise in behavioral interviewing, turnover reduction, effective selection strategy, and executive assessment.

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