Are Selection Tools Right for Developement?
Let’s say you did some team building exercises where you and your team completed an instrument that told you amazing things about your communication/leadership style. The team then spent a few hours going over the results and gained insights into how to work better together. So, the next time you have a job opening, someone says, “Hey, let’s use that test we took at the offsite.” Is this a good idea? Well, maybe but probably not. Why not? First, most of the well marketed instruments do not have any demonstrated validity for selection, meaning there is not a correlation between scores on the test and managerial performance. This is because they are not designed to measure things that have been shown to predict performance (here’s a tip…there’s no data that shows that either intuitive or sensing people are better employees). Second, who’s to say what the “right” profile is. One could argue that you want people of different types because they will bring different ideas to the table. On th
