With the mid-term elections quickly approaching on November 8, 2022, I am reminded of a post I first published on LinkedIn in December 2015 titled “Leadership Assessments for Presidential Candidates.” I feel even more strongly now then I did then that the American people are missing a huge opportunity that would allow them to make the best decisions about whom they should elect to key political positions, including, and most importantly, the President of the United States. The opportunity is to use leadership assessments as a means for providing very important information about any political candidate and improve the public’s ability to predict who will be most successful in the roles for which they are running.
When multi-rater or 360-degree assessments are implemented in an organization, often the company will evaluate and compare a number of 360 assessments and assessment partners. The following is a list of criteria to consider when comparing and contrasting options for 360 assessments and assessment partners:
When multi-rater or 360-degree assessments are implemented in an organization, often the company will evaluate and compare a number of 360 assessments and assessment partners. The following is a list of criteria to consider when comparing and contrasting options for 360 assessments and assessment partners:
The use of assessments in companies today is a very common practice. Having assessment strategies and standards that guide companies in their assessment practices is not.
Examples of the frequent use of assessments in organizations today include:
Organizations compete fiercely in the war for talent. Many invest an enormous amount of money, time and other resources in advertising and recruiting strategies to attract the best candidates. This is because today’s executives understand that one of the most important resources in organizations—if not the most important—is human resources.
The Commission has issued a policy document that examines the Faragher and Ellerth decisions and provides detailed guidance on the issue of vicarious liability for harassment by supervisors.
In our last article, titled, “Assessment Strategies and Standards: Ten Best Practices for Companies,” posted February 8, 2022, we discussed the following best practice: Ensure the validity and reliability of assessments used for employment decisions.
We noted the following about this best practice:
There are thousands of tests/assessments on the market today, and almost every test developer/publisher will say that their test is valid and reliable.