The Right Assessment

Are you currently using an Assessment?
Is it the correct type of Assessment?

toolsImagine hammering a nail through a tough surface using the heel of a screwdriver.  Is it safe?  Is it likely to get a good result?” 

Source:  www.orgcommit.com

Assessments are tools that are effective and safe (legally, for the franchisor or employer and for the franchisee or employee) for their intended purpose when you use the right tool for the right job.

What is your purpose of using an assessment?  Is it to determine who your highest performing franchisees are?  Is it to predict future success compared to your existing franchise owners and employees?  Is it to sell more franchises?  Is it to determine the right franchise for a candidate?

Broadly speaking, there are two types of personality tests: Type A (Normative) and Type B: (Ipsative)

Type A: (Normative Assessments):

These assessments measure quantifiable attributes on individual scales. These scales are compared and measured against a “normed” population.  Type A personality tests assess measurable personality characteristics on individual scales and your end score measures a specific characteristic against patterns of normality (i.e., other people’s scores).

Type A Assessments allow employers (or Franchisors) to compare individual results with other job-applicants, franchisee candidates, particular groups and/or populations.  Source:  AM Research is a division of Aspiring Minds

Type B: (Ipsative Assessments):

These types of personality tests are designed to measure how job-applicants prefer to respond to, for example, problems, people, work pace and procedures. The Type B approach does not allow you to directly compare to other people’s personality test responses. Source:  Institute of Psychometric Coaching 2016

Research demonstrates that Type B assessments are scored through using forced choice questions and responses. The results produced indicate the relative strengths and weaknesses of the person being assessed. There is no objective comparison to any other individual. These tools can be useful as team building or as coaching instruments. They are ineffective as hiring and/or selection instruments.  The baseline consists of answers related to the four (4) choices allowed for answers.

Type B assessments are developmental tools; they tell you very little as to the actual capability of the franchisee/employee candidate. When they produce their results in terms of colors, high profile individuals, traffic signals, 4-digit codes, or the names of small forest animals they lack the credibility sought by most financial or analytically minded members of leadership teams. www.orgcommit.com 2016

We believe, “Spare your candidates from “What kind of bunny are you?” or, worse, being compared to Oprah Winfrey.  What does that tell you?

You can most likely derive similar basic information from reading Linda Goodman’s Sun Sign book.

This is especially significant in franchisee selection and satisfaction. 

How can you determine if a person is a good fit – or not, unless you can compare candidates to the measurable results from existing franchise operators?

This is precisely the reason The Navigator was developed, over 20 years ago, using Type A, Normative Assessment construct.  Furthermore, in each project, we conduct in-depth scientific benchmarking of a company’s entire franchisee population to determine the Ideal High Performer Profile of which new candidates are measured to.

For selection purposes you may ONLY use a Type A assessment. All reputable test and assessment publishers explain that their Type B assessments may not be used for hiring or personnel selection… and yet we encounter well-meaning HR folks still doing it because it’s what they are certified in.  Source; orgcommit, 2016

Type A, Normative assessments measure quantifiable attributes on individual scales. These scales are compared and measured against a “normed” population. (In our case, the existing franchise owners of any particular company).

Since the normative assessment is comparing the candidate’s results to an actual population you can then make useful comparisons and determination about the attribute you’re measuring.

If you are using the wrong type of assessment and are relying on its input to determine if a new franchise candidate is a good fit – or not, you are not going to get the answers you need.  Sure, you may end up with recommendation, from the assessment, but there is no reliability nor accuracy if it is a Type B Assessment.

If you are seeking to use a Type B Assessment to determine what type of franchise a person is best suited for you will not get an accurate portrayal because of the lack of measurable and reliable comparisons.

Furthermore, any new assessment tool that is less than 4 years old does not have the experience or results that demonstrate accuracy and reliability.  Even if the assessment creator has previously developed other assessments there is no carry over.  Each assessment must stand on Its own.  Don’t drink the “Kool-Aid” and believe it works.

By thinking you might be doing the right thing for your brand – i.e. using an Assessment – you may be potentially harming your brand by using the wrong one and for the wrong reasons.

Navigator Assessments (www.navigatorhub.org) is comprised of a suite of assessments that have a demonstrated, 3rd party endorsement of 90% – 95% accuracy of being able to identify a future high performer.

NFIB
Impact
IFA Member
HCI