tag:blogger.com,1999:blog-995873698063375234.post2042437302481446436..comments2009-03-24T12:54:54.593-04:00Davidhttp://www.blogger.com/profile/17969568001748669075noreply@blogger.comBlogger1125tag:blogger.com,1999:blog-995873698063375234.post-16901205035402978422009-03-24T12:54:00.000-04:002009-03-24T12:54:00.000-04:00Great discussion on the value of assessments; some assessment companies I have researched claimed to develop tests that will "identify" the best candidate 70% of the time- meaning they miss on 30% of qualified candidates who just don't fit the "ideal"<BR/><BR/>At my old employer I had just finished winning the second consecutive Regional Sales Rep of the Year award when the sales force was given a assessment test; afterwards I was informed that, if I were a candidate, the company would not even consider me for an interview because I did not meet the ideal characteristics of a successful sales person!<BR/><BR/>I agree with your assertion that many use arbitrary criteria as a first line screening mechanism to narrow the field of candidates- not to determine individual strengths and weaknesses along with contributions to the diversity of the work force.Tom Furlonghttp://www.linkedin.com/in/tomfurlongnoreply@blogger.com