An intriguing question on how we choose people for role advancement.
In November of 2013 Coca Cola hosted a working group in the UK to discuss best practices around the utilization of assessments in the employee recruitment and development processes. Several heavy hitters attended, including Archer Daniels Midland (where yours truly is employed), Caterpillar, Citi, IBM, and Microsoft. This was a good discussion, and I recommend checking out the full working group summary here.
With that said, I’m curious to get reader’s thoughts on one potentially curious assessment practice that a few of the companies present utilized:
Several partner companies indicated that, depending upon the risk associated with a given role, an individual could be disqualified for a position pending the outcome of the assessment process. While the lack of specific technical skills was often the disqualifier, the lack of specific behavioral competencies was also used to disqualify candidates.
Assessments as defined in this working group are tests, interviews, simulations, assessment centers, and…
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