Location of Repository

Do consensus meetings undermine the validity of assessment centres?

By Chris Dewberry and Deborah Jordan

Abstract

In this study the effects of latent-informal processes operating in assessment centre consensus meetings is investigated with a combination of qualitative and quantitative methods. Non-participative observation is carried out in several consensus meetings, and auditory recordings made in three of these. In an analysis of the transcript of a consensus meeting in one organization, evidence is found for several latent-informal processes. These include active attempts by assessors to persuade other assessors, and the group facilitator, to appoint candidates; the use of assessors’ general impressions of candidates in this persuasion process; and the active use of power derived from an assessors’ relative seniority in the organization. Evidence consistent with the use of seniority-derived power is also found in a quantitative analysis of the selection decisions made in consensus meetings about 413 candidates. The results of the study are considered in relation to the practical utility of consensus meetings, and it is concluded that the use of such meetings is difficult to justify

Topics: manop
Year: 2006
OAI identifier: oai:eprints.bbk.ac.uk.oai2:306

Suggested articles

Preview

Citations

  1. (2003). A meta-analysis of the criterion-related validity of assessment center dimensions. doi
  2. (1955). A study of normative and informational social influence upon individual judgement. doi
  3. (1997). A survey of assessment centre practices in organizations in the united states. doi
  4. (1992). An exercise design approach to understanding assessment-center dimension and exercise constructs. doi
  5. (2000). Assessment center exercise factors represent crosssituational specificity, not method bias. Human Performance, doi
  6. (1970). Assessment center for spotting future managers.
  7. (1982). Assessment centers and managerial performance. doi
  8. (1988). Assessment-center decision-making - judgemental vs mechanical. doi
  9. (2004). Assessor cognitive processes in an operational assessment center. doi
  10. (2001). Assessors and use of assessment centre dimensions: A fresh look at a troubling issue. doi
  11. (1991). Attempting to improve the validity of a well-established assessment-center. doi
  12. (1999). Construct validity of in-basket dimensions.
  13. (1990). Construct-validity of 2 categories of assessment-center dimension ratings. doi
  14. (1996). Criterion and construct validation of an assessment centre. doi
  15. (1995). Do assessment/development centres use optimum evaluation procedures? A survey of practice in uk organizations. doi
  16. (1982). Factors affecting the consensus judgment process in managerial assessment-centers. doi
  17. (1995). Graduate recruitment in britain - a survey of selection methods used by organizations. doi
  18. (1987). Group decision-making and normative versus informational influence - effects of type of issue and assigned decision rule. doi
  19. (1979). Informational influence as a determinant of perceived task characteristics and job-satisfaction. doi
  20. (1974). Informational influence in group discussion. Organizational Behavior and Human Performance, doi
  21. (1980). Leader influence in the assessment of performance. doi
  22. (1986). Managing human resources.
  23. (1994). Minority influence: A meta-analytic review of social influence processes. doi
  24. (1984). Multiple assessment-center exercises and job relatedness. doi
  25. (1986). Personnel selection methods. In C. Cooper & I. Robertson (Eds.), International review of industrial and organizational psychology.
  26. (1991). Politics in human-resources decisions - a walk on the dark side. doi
  27. (1989). Predictive-validity of an entry-level police officer assessment-center. doi
  28. (1989). Referent informational influence and group polarization. doi
  29. (1979). Relationships among skill ratings assigned in an assessment center.
  30. (1986). Social categorization and the self-concept: A social-cognitive theory of group behavior. In
  31. (1965). Social influence and power. In doi
  32. (2003). Ten classic assessment center errors: Challenges to selection validity.
  33. (1997). The assessment center process: New directions.
  34. (1992). The assessment center: Effects of varying procedures.
  35. (1993). The bases of social power: Origins and recent developments. doi
  36. (1986). The social identiy theory of intergroup behavior.
  37. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. doi
  38. (1977). The validity of assessment centers: A literature review.
  39. (1994). The validity of employment interviews - a comprehensive review and metaanalysis. doi
  40. (2001). Understanding the assessment centre process: Where are we now? In
  41. (1995). Using the situational interview to assess organizational fit. Canadian Psychology-Psychologie Canadienne, doi
  42. (1984). Validity and utility of alternative predictors of job performance. doi
  43. (1973). What is "typical" of assessment centers.

To submit an update or takedown request for this paper, please submit an Update/Correction/Removal Request.