The Wall Street Journal, on January 7th, 2009, had an article titled “Test for Dwindling Retail Jobs Spawns a Culture of Cheating.” The article summarizes how job candidates are trying to cheat a popular assessment used to evaluate job candidates for big-box retail stores.
One of the implications from the article is that all the scoring models being used by the retailing leaders mentioned in the article are exactly the same. Obviously this makes it easier for job candidates to try to cheat the assessment.
We could comment for several pages on the article but want to make two comments:
1. The job analysis and the validation study are the two critical building blocks to creating a best practice hiring model using pre-employment assessments. The combination of the job analysis and validation study allow organizations to create unique hiring models that help reduce the ability of job candidates to cheat – not to mention they provide much better results.
2. No super assessment that can predict abilities, skills, behaviors, and motivations exists. Successful hiring means measuring job candidate work habits, work abilities, work skills, and work attitudes. In other words, what did they do, what can they do, and what will they do. A best practice hiring process will incorporate a portfolio of assessment solutions that give the candidate a face valid testing process.