When you are considering using assessments for selecting employees here are seven red flags that you should think about before making your decision.

  • One shot artist? – Potential users of assessments should be concerned if the vendor is offering only one type of assessment. There may be a situation where it might be alright, but when the goal is predicting performance accurately, this typically necessitates the use of different types of assessments. So, if a vendor offers only one assessment and proposes that assessment for use in every selection position, you should become concerned. It hardly ever works that way!
  • Working together? – Every situation is unique and vendors who approach your situation without a willingness to compromise to account for your needs should cause some concern. Of course, there are some things that they cannot change, but a vendor defending their way of doing things down your throat is a sure sign of impending doom.
  • Have they got game? – Ask how many I/O Psychologists the vendor has on staff. Who build the assessments and their respective output? Who makes certain the assessments meet important EEOC, ADA and APA guidelines? Who is there to answer tough questions, and do they come up with constructive solutions to problems that may arise? You need to make certain that the assessment vendor you select has the intellectual horsepower and experience you need to ensure the success of your project.
  • Service without a smile? – There are vendors in the marketplace who have not figured out the importance of customer service. Developing an understanding of and using assessments appropriately are important to the success of your use of assessments. The ability to access the professional services, account management and having your assessment system operating properly will call for a good relationship with your vendor. There will probably be situations that lead to your vendor going the extra mile without complaining about it. It can be quite easy to spot signs of how a vendor will provide good or bad customer service from the first time you meet with a prospective vendor. It is helpful it you Focus on their overall attitude and listen carefully to what they say.
  • Prove it to me – What type of validation studies, technical manuals, reports and other helpful information does the vendor have to demonstrate that their products and services are valid, predictive and/or measure the right competencies? When the vendor conducts a validation study do they create technical documentation for you as part of their services? If you are not providing this type of documentation you could find yourself in hot water trying to defend an assessment without sound information,
  •  Does it deliver results? – What studies has the vendor conducted that demonstrates ROI and the usefulness of their assessments? Do they have case studies to back-up their claims? Will they allow you to contact other clients as references?
  • Stop the BS – If your prospective vendor(s) are inundating you with their marketing BS, beware! Many vendors in the assessment arena are saying the same things. Look for an assessment vendor who is a straight shooter. Look for a vendor with a track record that doesn’t use a load of BS when working with you that means absolutely nothing. Insist that vendors give you the real story about what their products can and can’t do and approach them with a healthy dose of skepticism.

Even with using the information outlined above, the task of selecting the best assessment vendor for your organization’s needs will still be a challenge. In today’s litigious society the technical elements of an assessment are extremely important and should not be taken lightly. It pays to work with a vendor with assessment experience who understands assessments well to ensure your success in using assessments. The age-old adage “Buyer Beware” definitely applies in the world of assessments.

Bill Schult

Maximum Potential Inc.

800.416.9570 / 651.303.4196