Assessment in Organisations – Current Status, Trends and Emerging Issues

Meta-analyses have revealed that the most valid predictors of job performance are ability measures (cognitive or intelligence tests) and personality assessments, particularly the “Big 5” personality traits, followed by structured job interviews.  Together, ability tests and measures of conscientiousness or integrity provide an adjusted validity of 0.65 (Ones, Viswesveran, & Schmidt, 1993; Ones & Viswesveran, 1998).  The combination of these measures also helps to reduce the impact of issues such as cultural differences in performance on ability tests and measurement error (Bartram, 2004).

In terms of ‘post-hire’ testing, research has shown that 360 degree feedback systems are one of the most popular and fast-growing types of assessments used in organisations.  These systems have evolved as globalisation and the increased pace of change in organisations have resulted in a need for flexible measures of organisational performance that assess a range of competencies rather than specific job skills (Bartram, 2004).

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RightPeople in the News – Sydney Morning Herald Article

It’s official: the early bird doesn’t necessarily catch the worm.

A new and accurate measure of whether a person is a so-called ‘early bird’ or’ night owl’ could be useful in selecting people for jobs involving shift work, according to Dr Richard Roberts from RightPeople.

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