My oldest child is a freshman in high school. Even as a freshman, they already start standardized testing to see how students might score on college admissions tests. Let the stress begin right away! Speaking of college admissions tests, a recent article on LinkedIn – New research uncovers hidden bias in college admissions tests – discusses potential challenges with the College Board’s testing methods.
The article has a very good reminder about talent selection in the corporate world.
According to the lead author of the study, Herman Aguinis, who is the John F. Mee Chair of Management and a professor of organizational behavior and human resources at Indiana University’s Kelley School of Business, “Our main implication is that tests do not work in the same way across colleges and universities, and we have found that hundreds of thousands of people’s predicted GPA based on SAT scores were under- or overestimated.”
The study’s authors argue “that admissions policies, grading approaches and academic support resources differ greatly by institution and even with them, which raises questions about how useful and fair the SAT can be as a predictor of student success across gender and ethnic groups.”
This reminds me of why off-the-shelf assessment testing is less impactful than an assessment process customized for your job in your company. The key lesson is to conduct a job specific analysis and validation study based on your incumbents and using your performance data. This data-driven approach enables you to focus your hiring process on success factors unique to your company and avoid hoping that a generalized model based on other company’s data meets your need.
Topics: Competencies and Culture