Tuesday, September 29, 2015


"Do you believe that the criteria you currently use to measure potential for success on the job are sound?"

"No. They are partial indicators at best."

"Then why do you continue to use them?"

"'Because we cannot devise anything better' would be one answer."

"What is another?"

"Because the most promising alternatives are either too time-consuming and expensive or they involve too much personal accountability. It's easier to have a quick, inexpensive, and impersonal system. That way we don't spend too much money or time and if a mistake is made we can blame a test or a screening device. No one takes the rap. Let the person go and then forge ahead and try someone else."

"Kind of nutty, right?"

"Only if getting the right person for the job is the highest priority."

No comments: