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, 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
The single largest source of error in any previous test was 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 Selection Survey (USS)
- 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 an hour. All answers are entered into the same database containing their performance data.
- Our proprietary artificial intelligence (AI) engine selects the 80 – 120 questions and answers which best differentiate between the high- and low-performers. That becomes the unique selection survey for the specific use selected and for your organization only (USS).
4. The USS becomes part of your selection system.
All candidates now take the USS along with whatever other testing and interviewing is typically done. The decision-makers now have a new, objective measure of probability of high-performance based on the candidates personality. They will gradually become more confident in its use as they see the results they achieve.
5. The USS is systematically reformulated (“gets more accurate”)
Periodically, at the organizations discretion, new performance data from each of the people who have taken the USS is transmitted to our servers. The more frequently the data is updated, the better – preferably once per quarter. The USS is re-calculated in order to become more and more accurate at assessing the probability of high performance.