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Myths & Truths about Assessments

The article "Fairy tales, facts and the future - predicting leadership effectiveness" (see below) is based on extensive research on various approaches that make claims on prediction of job performance, especially leadership effectiveness.

COMMENT: While we agree with most findings and conclusions in this paper, we find at the same time that one of the tools that we favor, notably Harrison Assessments, minimized if not completely avoided most of the issues that ultimately lead to poor predictive accuracy of renowned tools such as MBTI, DISC, FIRO-B, Big 5, etc. The main problem with most assessments can be summarized in two key points:

• For a person to successfully do a job, more than 1-2 dimensions (e.g. personality, personal values, etc.) need to be fitting with the job specifics (see Harrison's Job Success Wheel below)
• Any assessment needs a mechanism to detect if assessees gave 'expected' answers or if they have been truthful when completing the questionnaire

  

If you want to know how Harrison Assessments approaches job success prediction in a holistic way considering all of the above factors, contact us for more information.

For a comparison between

• Harrison Assessments and MBTI, click here
  
  
• Harrison Assessments and DISC, click here