nike air max 95 Assessment Practices that Insulate

dobso638su

Boots: Profiles Provide Traction to the Selection Process
One winter morning I fulfilled one of my least favorite household duties by stepping outside in the early morning chill to set out the trash. The wind greeted my Saturday morning stubble with a familiar slap in the face. With plumes of white smoke billowing from my lungs with every breath, I quickly remembered why I had delegated this chore to my oldest son. One word came to me―“BRRRR [link widoczny dla zalogowanych]!” It took all of three steps to realize that I lacked adequate protection from the elements. Without the proper layers of insulation, I was at the mercy of whatever this cold Saturday morning decided to throw at me.
Think of a custom ideal profile as a pair of warm boots. Custom ideal profiles should be fundamental components in your overall selection system just as warm boots are a vital part of your wardrobe on a cold day. The protective qualities of custom ideal profiles stem from their use of actual data from
When an assessment system offers all of the features mentioned on these pages, the organization can be more confident in its hiring decisions and in the unassailable legality of the process.
In an assessment system, the definition of a profile can be simply stated as any guideline that candidates are matched against to determine their suitability for the job. There are three approaches, or types [link widoczny dla zalogowanych], of profiles:
Some employee selection systems can leave you feeling exposed. Just as your body requires more coverage in the winter, it is imperative that your assessment process is properly outfitted to meet the elements of the 21st century job market and offer the highest level of protection.
Misrepresentations made by new job candidates
The hiring of high-risk candidates
Concerns over the legality of the overall hiring process
This article describes assessment design elements―represented symbolically by articles of clothing―that human resource leaders should look for to ensure they are getting maximum protection from a pre-employment assessment system. Grab your mug of hot chocolate and a warm blanket, toss a log on the fire, and spend some time enhancing your wardrobe to include specific layers of technology that will shelter you from the elements as you leverage your selection process to hire top talent.

The-Higher-the-Better ― this approach, though not technically a profile [link widoczny dla zalogowanych], assumes that more of a behavioral characteristic is always better. There are many drawbacks to this approach, but we will focus on the issue of obtaining accurate information from candidates. Simply put, if candidates know you are looking for more, they will tend to select responses that reflect more for each question. This approach does not provide you with the assurance of high quality responses from candidates.
Best Practice ― the best practice profile relies on normative data (average across many companies) to create an optimum range for the dimension being measured. The down side is that it is a one-size-fits-all approach that does not capture the unique requirements of the position or the culture of your organization (see below).
Custom Ideal Profile ― This type of profile reflects the behavioral makeup of the ideal candidate for your organization by first determining the optimum range for the dimension being measured through analysis of your incumbent employees (those already working in the target position) and then assigning a “weight,” or level of importance, to every behavioral dimension being measured.
How can an assessment system protect your interests? Organizations need protection from the following elements:

A quality employment assessment must include multiple safeguards designed to ensure data authenticity and system functionality
Of these three profile types, the custom ideal profile is recommended to provide the most protection.
v class="clear">