A well-designed employee assessment system is critical for a number of reasons, one of them being to strengthen the legal defensibility of a hospital's hiring system.
The following information regarding employee assessments and legal defensibility are from a Select International blog post.
1. Whereas interviews are subjective, assessments can provide objective data in the employee selection process. Assessments use scores or pass/fail statuses, which can support hiring decisions with "apples to apples" comparisons of candidates. Interviews, no matter how well-structured, cannot provide this level of objectivity and consistency.
2. Assessments only measure certain traits. A hospital's hiring process is more defensible when employers only measure traits that are directly tied to the job requirements. This can be more easily accomplished through assessments, which are scripted.
3. Criterion validation studies can provide the hospital with qualitative data to show the assessment is predictive of actual job performance. These studies should involve target positions within the organization and should link measures in the assessment to the positions' duties. Hospitals might also have additional validity evidence form similar positions to show the appropriateness of the employee assessment.
4. Assessment results are easily recordable. Scores can be tracked in applicant tracking systems, records and reports. These statistics can help support the objectivity, and therefore legal defensibility, of the hospital's selection process.
How Do Healthcare Professionals Prefer to Job Hunt? 5 Findings
4 Areas Where Hospital Employment is Expected to Boom
The following information regarding employee assessments and legal defensibility are from a Select International blog post.
1. Whereas interviews are subjective, assessments can provide objective data in the employee selection process. Assessments use scores or pass/fail statuses, which can support hiring decisions with "apples to apples" comparisons of candidates. Interviews, no matter how well-structured, cannot provide this level of objectivity and consistency.
2. Assessments only measure certain traits. A hospital's hiring process is more defensible when employers only measure traits that are directly tied to the job requirements. This can be more easily accomplished through assessments, which are scripted.
3. Criterion validation studies can provide the hospital with qualitative data to show the assessment is predictive of actual job performance. These studies should involve target positions within the organization and should link measures in the assessment to the positions' duties. Hospitals might also have additional validity evidence form similar positions to show the appropriateness of the employee assessment.
4. Assessment results are easily recordable. Scores can be tracked in applicant tracking systems, records and reports. These statistics can help support the objectivity, and therefore legal defensibility, of the hospital's selection process.
More Articles About Hospital Employment:
8 Ways to Assess Hospital EmployeesHow Do Healthcare Professionals Prefer to Job Hunt? 5 Findings
4 Areas Where Hospital Employment is Expected to Boom