Next Generation of Personality Tests:
Predicting Performance not Describing Personality
A Deceptively Simple Process:
In essence the REP is a way to predict the personality component of performance of any measurable behavior. The chart below illustrates how the process operates:
The Rosner-Edwards Protocol
1. Choose the Target Performance
This is the most complicated part of the process for the survey user because there are virtually no limits to what behaviors can be predicted. The general rule is “If it can be measured, it can be predicted”. Here are some examples:
- For salespeople - sales revenue, profit generated from sales revenue, numbers of new clients accounts opened, longevity, or weighted combinations of them.
- For college admissions – grade point average, retention (e.g.- freshmen returning for their sophomore year), graduation rate, or a weighted combination of them.
- For seniors being recruited for companies – success in terms of ratings or ranking of on-the-job performance at the company, either in general or by occupation.
2. Choose the People for the Normative Group
We totally avoid The single largest source of error in any previous instrument, -- the difference between the normative group and the group to which the test is administered.
With the REP, those groups are identical. The normative group are your employees. You select a sample 25, 50 100, etc. of the highest performers in your company. You then select an equal number of the lowest (still employed) performers. Their performance data is sent to our servers and is entered in a separate database.
3. Develop the Unique Initial Prediction Algorithms
- Each of the people in the normative group takes the Self-Assessment Survey (SAS). The test is taken on-line 24/7/365 and typically takes about 30 minutes. All answers are entered into the same database containing their performance data.
- Our proprietary artificial intelligence (AI) engine develop a set of algorithms which best differentiate between the high- and low-performers. That becomes the initial algorithym used used to predict spcific performance within your organization only.
4. The The SAS becomes part of your selection system.
All candidates now take the SAS along with whatever other testing and interviewing is typically done. The decision-makers now have a new, objective measure prdeicting specific performance by those candidates. They will gradually become more confident in its use as they see the results they achieve.
5. The algorithm withing the SAS is systematically reformulated (“and gets more accurate”)every time we add new performance data.
Periodically, new performance data from each of the people who have taken the SAS is transmitted to our servers. The more frequently the data is updated, the better – preferably once per quarter. The algorithm is re-calculated in order to become more and more accurate at predicting the specific performance.performance.
6. Because personality is more stable than most variables, it can be re-score repeatedly for different predicter variables
If, at a later date you want to research how well the algorithm could predict a totaly different performance measure, it can be done simply ans easily.