Large projects that involve selecting volumes of candidates, such as graduate recruitment, present their own challenges. Generating valid, reliable and useful information in order to make selection decisions is often costly and time consuming. A major challenge is the process of matching large numbers of candidate’s behavioural profiles to the role in mind, and then comparing these candidates with one another.
Professor Peter Saville BA, MPhil, PhD, HonFBPsS, CPsychol, CSci, Academic FCIPD, FRSA, founder and Chair of the Talent Management Group Saville Consulting, has joined a select group of eminent psychologists in being awarded the Honorary Fellowship of the British Psychological Society (BPS) at the Society’s AGM in London on June 15th 2012.
Honorary Fellowship has been awarded to only some thirty Psychologists worldwide for their pioneering and influential services to the discipline of psychology.
During the resent Fairness Conference presented by UNISA and TTS-Top Talent Solutions Dr. Outtz discussed innovations in selection practices. He spoke about bridge testing, Apprenticeship Qualifications Form, AQF, and the Job Perception Index, JPI.
He started by discussing the Apprenticeship Qualifications Form, AQF. The AQF is designed to provide a way for candidates to present information about their background. The information that they present may increase their chances of passing the written test. An applicant who fails the second phase of the written test, but whose score is near the required passing score, is allowed to earn additional points based on the information on his or her AQF. Scores near the required passing score are considered to be within, what Dr. Outtz termed as, the “Zone of Consideration,” ZOC. Each point earned from the AQF is equivalent to one‐tenth of a point on the Phase II written test.
The esteemed Prof. Wayne Cascio spoke at the UNISA and TTS – Top Talent Solutions Fairness Conference about personnel decisions: Are economic and social objectives incompatible. He made reference to the first South African conference on fairness in 1991 on employment where fax machines were used as communication tools.
Prof. Cascio then proceeded to say that in relation to Human Resources, HR, and I/O Psychology issues, the United States had three decades of Equal Employment Opportunity experience and a realization that HR does not have all the answers.
Miami, FL – April 26th, 2012 – Four of the highest respected members of the Global Industrial/Organizational Psychology community have joined TTS – Top Talent Solutions. Dr. Wayne Cascio, Dr. Irwin Goldstein, Dr. James Outtz and Dr. Sheldon Zedeck will bring an unrivaled wealth of knowledge and experience into the organization.
TTS will now focus on programs and strategies for their customers which will drive global empowerment, team collaboration, 21st century leadership and integrated recruiting resulting in building lasting business agility. Staying in line with their core principles, these additional experts and thought leaders will assist TTS in helping their customers tackle real business issues through scientific and practical significance.
UNISA and TTS – Top Talent Solutions Fairness Conference held on the 19th of March 2012 was a huge success hosting 147 delegates. The etv news team was there and documented and later broadcasted the political debate ‘Affirmative action or equal opportunity?’ which took place between; Mr. Ian M. Ollis MP, Shadow Labour Minister, DA; Mr. Patrick Cravin, National Spokesperson, Cosatu; Dr. Dirk Hermann, Deputy General Secretary, Solidarity and Prof. Dirk Kotze, Head of Department Political Sciences, UNISA and Political Analyst. Each speaker provided unique insight into the topic as they unpacked this highly contentious issue.
Endless discussions have been held around the impact of unproctored use of assessments on test validity. A recent study again illustrates the fact that these assessments largely retained their validity in predicting job performance, even when administered in an unproctored environment. Click here to read more.
Some people in the workshop raised concerns about how we communicate the advantages and disadvantages of Internet based assessment. This guidelines from the ITC might be very useful. Let me know if you think this can work in South Africa.
