Silver Bullets

Return with me to the days of yesteryear when a brave man of justice fought to right the wrongs in a land known as Texas. He wore a mask to disguise his identity from the bad guys who believed they had killed him in a cowardly ambush. Accompanied by his faithful Indian companion, Tonto, the Lone Ranger chose as his signature… the Silver Bullet.

"Silver Bullet" has become a management metaphor for correcting a problem with a single, expensive shot. Often they miss the target. Such is the case with sales organizations relying on psychological tests in screening for selection.

I know of what I speak. My doctoral dissertation included a cross validation of a psychological test and "Tests and Measurement" is a course I taught at the college level.

If you are using a test for selection purposes, you should become familiar with a document titled, "Uniform Guidelines for Employee Selection Procedures" It was developed jointly by the friendly folks at the Departments of Justice and Labor, the Civil Service Commission and the Equal Opportunity Commission.

Fundamentally, you will need to ensure that the instrument is valid and that it does not exert an adverse impact on women and minorities. This kind of validity is the predictive variety which can only be reported in empirical terms. The following are not acceptable as validity indicators: "all forms of promotional literature; data bearing on the frequency of a procedure's usage; testimonial statements and credentials of sellers, users, or consultants; and other nonempirical or anecdotal accounts of selection practices or selection outcomes."

While there are instruments available that satisfy federal guidelines for employee selection, many I have come across don't even come close. So, Ke-mo sah-bee, if you are afraid you might fire a "Silver Bullet" right into your foot, give me a call and I will provide you with a free assessment of your current assessment. Hi-Yo, Silver, Away!