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It is better
to not be on
the web than
to be on and
not know why
John Sumser

Reality
is more
complex
than
it seems.
John Gall

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really well than
than to do
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badly.
If you can't
make the necessary
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time and energy
to your
electronic
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efforts
scale back
your plan.
John Sumser

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One Last Assessment Note

(October 06, 2000) Our mailbox filled with feedback from on our assessment series. Mostly positive, we suffered a couple of low blows and a few very constructive suggestions. The largest volume of input came from the short note on the impact of assessment on diversity.

Several readers rightly pointed out that we were far too general and should have included a series of deeper notes. They were right! Here goes.

Assessment is a tool that can be wielded with a variety of levels of sophistication in a broad range of settings. As hiring managers, we are familiar with the temptation to staff the company with people we easily like (finding chemistry). This understandable dynamic drives many bad hiring decisions. As our friends in the assessment business are fond of telling us "First impressions are often wrong."

Used as a tool to strengthen a weak hiring process, assessment has an important place as a component of the system.

In more complex assessment settings, where the development of a broad thread of innovation or rabble rousing is required, assessment tools must be coupled with broader moves to modify the corporate culture. As a component of a toolset, assessment can be useful in this case as well.

It's the rote application of assessment that leads to corporate monoculture (the risk we spoke of last week). Largely, this means that assessment tools can be used badly if they are deployed without adequate support and oversight. From our recent involvement in the assessment industry, we know that there are capable developers and development professionals who can properly deploy a hiring process that is improved through the use of assessment tools.

Often, however, companies deploy assessment 'instruments' without adequate guidance and support. In these cases, it's like putting any adult tool in the hands of unsupervised and untrained children.

The web raises a separate set of questions. When assessment is moved upstream (as is the case with ePredix), the technology is being delivered in a setting that is riskier than a controlled organizational environment. Tools like Futurestep generate assessment style screening without the benefit of cultural norming or sensitivity. The results shred high potential candidates out of the loop early on in the process. As we move towards a deeper integration of assessment in our online recruiting tools, we'll need to be very careful about unintended consequences.

- John Sumser

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