- This rule says about 1/3 of the decision should rest on what you know about the person from before their application for the job. Things like their level and kind of education, work experience, character items such as volunteer experience, etc. A second about a third should be all the assessments used to obtain additional information about the person. The final about one third is what you learn about them in the interview process.
- Use this rule in order to most effectively comply with EEOC legislation. This legislation protects against discrimination when using any assessment for hiring. The rule also aids in having a more effective and accurate hiring process.
- It is strongly recommended to NOT use our or assessments from others as the only criteria or as a 100% screening mechanism for the job. Doing this assumes that assessment(s) is 100% accurate and the only criteria you need to use when hiring. There is no such thing as an assessment that is 100% correct, even when the assessment taker tells you it is. No assessment has all the information needed nor has every statement in it totally true. At least, that is our experience and opinion from selling over 650,000 assessments.
Using Graphs to Master Understanding, Connecting, & Motivating
Hiring staff? How do you know the candidate has the right behaviors? Coaches, want to better connect, motivate, & manage your clients? Managers and leaders, want to know where staff will excel? Understanding graphs will help you do all of the above & so much...
