A brief history and guide to the use of behavioral assessments for hiring.

1. The Spitler Group LLC Human Capital Development BEHAVIORAL ASSESSMENTS Bing G. Spitler Spitler Group LLC (513) 382-7675

2. The Spitler Group LLC Human Capital Development BEHAVIORAL ASSESSMENTS Bing G. Spitler Spitler Group LLC (513) 382-7675

3. Contents The History of Assessments Reliability and Validity Types of Assessments What to Look for in an Assessment How Assessments can Improve Hiring

4. The History of Assessments

5. Hippocrates (c 460 bc– 370 bce)

8. Dr. William Marston In 1928 published Emotions of Normal People, DiSC Theory . Marston’s two axes, Passive or Active, Favorable or Antagonistic. Dominance Inducement Compliance Steadiness Interpretation of Marston’s Theory by Dr John Geier

9. Stanley Smith Stevens Psychologist “ Scales of Measurement” More accurate measurements of behavior

10. Myers-Briggs Type Indicators Isabel Briggs Myers and her mother, Katharine Briggs, developed to make the insights of type theory accessible to individuals and groups. Introvert (I) – Extrovert (E) Sensing (S) – Intuition (N) Thinking (T) – Feeling (F) Judging (J) – Perceiving (P) 16 personality Type Indicators

11. The Standards for Educational and Psychological Testing The Standards for Educational and Psychological Testing is a set of Testing standards developed jointly by: The American Educational Research Association (AERA) American Psychological Association (APA), and The National Council on Measurement in Education (NCME).

12. Leading Clinical Psychological Research Minnesota Multiphasic Personality Inventory (MMPI) California Psychological Inventory (CPI) The validity of assessments are often compared to the results of the clinical studies

13. TESTING AND ASSESSMENT: AN EMPLOYER’S GUIDE TO GOOD PRACTICES U.S. Department of Labor Employment and Training Administration 1999

14. Department of Labor Assessment instruments should account for no more than one-third (1/3) of the decision making process.

20. Types of Assessments

21. Tests, inventories, and procedures are assessment tools that may be used to measure an individual’s abilities, values, and personality traits. They are components of the assessment process. ! observations ! resume evaluations ! application blanks/questionnaires ! interviews ! drug tests ! biodata inventories ! work samples/performance tests ! achievement tests ! general ability tests ! specific ability tests ! Cognitive abilities tests ! physical ability tests ! assessment centers ! personality inventories ! honesty/integrity inventories ! interest inventories ! work values inventories Assessment process Systematic approach to combining and evaluating all the information gained from testing and using it to make career or employment-related decisions. Types of Assessments

22. Ipsative Assessments Ipsative assessments are behavioral based instruments based on Jung and Marston type work. Recognized by the four quadrants of behavior. Excellent for training purposes but not recommended for hiring – Myers Briggs and DiSC. Generally require interpretation by a trained professional for hiring purposes. Low predictability Amiable Expressive Feeler Extrovert Analytical Driver Thinker Judge

25. Assessments for Hiring and Promotions

26. 1) Personality indicators Myers-Briggs Type Indicator Kersey-bates Temperament Jung Type Indicators 2) Personality Style The Marston 4 Quadrant Theory – DiSC Wilson Learning Challey Predictive Index The Brickman 3) Personality Traits MMPI 16 PF Hogan 4) Honesty/Integrity Reid/London House Profiles International: Step One Survey II 5 Groups of Assessments

28. What to Look for in a Behavioral Assessment

30. Companies Face Two Types of Problems… Behavioral Assessments focuses on people problems People Problems System Problems

32. Motivate Employees Identify Reliable People Minimize Workplace Theft Improve Productivity Hire The Right People Increase Sales Reduce Turnover Make Managers More Effective

33. When do people perform at a ‘Superior Level?” It’s not experience – or college degree – or other accepted factors… … it hinges on fit with the job.” Source: Herbert

34. The closer to 100% information the better… Interview + Background Check + Personality & behavior + Mental Abilities + Interests & Motivators + Job Matching

35. They also stay longer – saving a fortune on recruitment costs! 8% 34% % left / fired after 14 months 5% 25% % left / fired after 6 months Low Turnover Industry 28% 57% % left / fired after 14 months 24% 46% % left / fired after 6 months With Job Match With out Job Match High Turnover Industry

36. The Lines Are Crossing: A Growing Shortage of Workers in the U.S. Expected Labor Force and Labor Force Demand Millions of People

37. How do you know who you are hiring?

38. The missing third is... “ Checking the Past” & “Reviewing the Present” … in predicting ‘superior’ performance Company Fit Attitudes,Values, Demeanor, Appearance, Integrity Skill Fit Education, Training, Experience, Skills, Etc. Job Match Personality, Abilities, Interests

39. A ssessment Sample Step One Survey II Pre-employment 72 Questions Profiles International, Inc.

41. Assessment Sample Profiles XT Whole Person Assessment 270 Questions Profiles International, Inc.

44. A ProfileXT ™ Good Match

45. Final Thoughts

46. Here’s what you see & hire/promote…

47. Here’s what you see & hire/promote… Here’s what you get!

48. The Spitler Group LLC BEHAVIORAL ASSESSMENTS Bing G. Spitler Spitler Group LLC 513 382-7675

49. Contents The History of Assessments Department of Labor Reliability and Validity Types of Assessments What to Look for in an Assessment How Assessments can Improve Hiring

50. The History of Assessments

51. Hippocrates (c 460 bc– 370 bce)

54. Dr. William Marston In 1928 published Emotions of Normal People, DiSC Theory . Marston’s two axes, Passive or Active, Favorable or Antagonistic. Dominance Inducement Compliance Steadiness Interpretation of Marston’s Theory by Dr John Geier

55. Stanley Smith Stevens Psychologist “ Scales of Measurement” More accurate measurements of behavior

56. Myers-Briggs Type Indicators Isabel Briggs Myers and her mother, Katharine Briggs, developed to make the insights of type theory accessible to individuals and groups. Introvert (I) – Extrovert (E) Sensing (S) – Intuition (N) Thinking (T) – Feeling (F) Judging (J) – Perceiving (P) 16 personality Type Indicators

57. The Standards for Educational and Psychological Testing The Standards for Educational and Psychological Testing is a set of Testing standards developed jointly by: The American Educational Research Association (AERA) American Psychological Association (APA), and The National Council on Measurement in Education (NCME).

58. Leading Clinical Psychological Research Minnesota Multiphasic Personality Inventory (MMPI) California Psychological Inventory (CPI) The validity of assessments are often compared to the results of the clinical studies

59. TESTING AND ASSESSMENT: AN EMPLOYER’S GUIDE TO GOOD PRACTICES U.S. Department of Labor Employment and Training Administration 1999

60. Department of Labor “ The Rule” Assessment instruments should account for no more than one-third (1/3) of the decision making process.

66. Types of Assessments

67. Tests, inventories, and procedures are assessment tools that may be used to measure an individual’s abilities, values, and personality traits. They are components of the assessment process. ! observations ! resume evaluations ! application blanks/questionnaires ! interviews ! drug tests ! biodata inventories ! work samples/performance tests ! achievement tests ! general ability tests ! specific ability tests ! ! medical tests ! physical ability tests ! assessment centers ! personality inventories ! honesty/integrity inventories ! interest inventories ! work values inventories Assessment process Systematic approach to combining and evaluating all the information gained from testing and using it to make career or employment-related decisions. Types of Assessments

68. Ipsative Assessments Ipsative assessments are behavioral based instruments based on Jung and Marston type work. Recognized by the four quadrants of behavior. Excellent for training purposes but not recommended for hiring – Myers Briggs and DiSC. Generally require interpretation by a trained professional for hiring purposes. Low predictability Amiable Expressive Feeler Extrovert Analytical Driver Thinker Judge

71. Assessments for Hiring and Promotions

72. 1) Personality indicators Myers-Briggs Type Indicator Kersey-bates Temperament Jung Type Indicators 2) Personality Style The Marston 4 Quadrant Theory – DiSC Wilson Learning Challey Predictive Index The Brickman 3) Personality Traits MMPI 16 PF Hogan 4) Honesty/Integrity Reid/London House Profiles International: Step One Survey II 5 Groups of Assessments

74. What to Look for in a Behavioral Assessment

76. Companies Face Two Types of Problems… Assessments focuses on people problems. People Problems System Problems

78. Motivate Employees Identify Reliable People Minimize Workplace Theft Improve Productivity Hire The Right People Increase Sales Reduce Turnover Make Managers More Effective

79. When do people perform at a ‘Superior Level?” It’s not experience – or college degree – or other accepted factors… … it hinges on fit with the job.” Source: Herbert

80. The closer to 100% information the better… Interview + Background Check + Personality & behavior + Mental Abilities + Interests & Motivators + Job Matching

81. They also stay longer – saving a fortune on recruitment costs! 8% 34% % left / fired after 14 months 5% 25% % left / fired after 6 months Low Turnover Industry 28% 57% % left / fired after 14 months 24% 46% % left / fired after 6 months With Job Match With out Job Match High Turnover Industry

82. The Lines Are Crossing: A Growing Shortage of Workers in the U.S. Expected Labor Force and Labor Force Demand Millions of People

83. How do you know who you are hiring?

84. The missing third is... “ Checking the Past” & “Reviewing the Present” … in predicting ‘superior’ performance Company Fit Attitudes,Values, Demeanor, Appearance, Integrity Skill Fit Education, Training, Experience, Skills, Etc. Job Match Personality, Abilities, Interests

85. A ssessment Sample Step One Survey II Pre-employment 72 Questions Profiles International, Inc.

87. Assessment Sample Profiles XT Whole Person Assessment 270 Questions Profiles International, Inc.

90. A ProfileXT ™ Good Match

91. Final Thoughts

92. Here’s what you see & hire/promote…

93. Here’s what you see & hire/promote… Here’s what you get!

94. The Spitler Group LLC BEHAVIORAL ASSESSMENTS Bing G. Spitler Spitler Group LLC 513 382-7675

95. Why does this matter? Unskilled / Semi-skilled ‘ Average’ workers output = 19% more than ‘Non-producers’ ‘ Superior’ workers output = 19% more than ‘ Average’ ‘ Superior’ Why does this matter? orders output = 38% more than Non-producers’ Skilled ‘ Average’ workers output = 32% more than ‘Non-producers’ ‘ Superior’ workers output = 32% more than ‘ Average’ ‘ Superior’ workers output = 64% more than Non-producers’ Management / Professional ‘ Average’ workers output = 48% more than ‘Non-producers’ ‘ Superior’ workers output = 48% more than ‘ Average’ ‘ Superior’ workers output = 96% more than ‘Non-producers Source: “The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings” Psychological Bulletin, Sept 1998, Vol. 124, No. 2, pp 262-274.