Practical Issues in Developing and Administering Brief Situational Assessments
Brief situational assessments, in which a candidate discusses the actions he or she would take in response to a job-relevant situation, have become increasingly prevalent as selection tools. Situational assessments provide high versatility through multiple methods of delivery (e.g., verbal, written, Internet), precise customization to representative job activities, and applicability to candidates regardless of prior work experience. We begin by reviewing the background of situational interviews and other related assessment techniques. As a guide for practical application, we propose a taxonomy for classifying brief situational assessments and outline development steps and critical administration issues for each category. We conclude by comparing situational assessments with other selection tools and providing implications for their operational use.
Speaker
Evan F. Sinar, Ph.D.
Development Dimensions International
Evan's responsibilities include developing content for DDI's web-based screening and testing solutions; monitoring, documenting, and working to maintain the psychometric integrity of traditional and automated testing systems; developing processes to facilitate assessment delivery; and researching and devising specifications for new assessment technologies. Evan joined DDI in 1999 and has developed content for and provided implementation guidance to numerous traditional and automated assessment efforts at DDI, including Ford Motor Company, Bank of America, Amgen, Arthur Andersen, and BestFoods. Evan received his master's and doctorate degrees in industrial/organizational psychology from Bowling Green State University. He has presented at professional conferences and has published articles in The Journal of Applied Psychology, Applied Psychological Measurement, and Educational and Psychological Measurement. He is a member of the American Psychological Association and the Society for Industrial and Organizational Psychology.
