Traditionally, I have started the New Year with a blog that recaps the past and looks to the future in assessment. This year we say good bye to 2016, and enter 2017. Of course, the big news in the United States was the election of a new President. I am not bold enough to claim I can predict how a new administration will impact public sector human resources. However, I do believe that I can make a prediction regarding the three hot trends for next year, and, they are each a carryover from the past several years.
My habit has been to insert a statement concerning how difficult it is to predict the future. However, this year I was surprised to find that many of the topics I would select for future trends, were actually covered in my blogs over the past year. So, maybe I am getting better at prophecy with advancing age.
My predictions for future trends or hot topics over the coming year include:
In this blog, I will respond to what I see as practical questions that often arise in planning for a panel interview. I do apologize for the delay in the production of this third, and final, blog on the interview. Unfortunately, at times, real life intervenes.
Due to recent updates to the published source material for our series of Police Supervisor (PSUP), Police Lieutenant (PL), Fire Company Officer (FCO), and Police Detective (PDET), we have decided to update several of the test questions that appear in those test forms. In addition, we have updated the reading lists belonging to each test to reflect the most current published source material.
To assist our customers in more easily recognizing which test version they are administering, we have reprinted the new tests under new names. The new tests correspond to the old ones and have undergone changes as follows:
If you’ve already distributed the reading lists for any of the older versions of these tests, then you do not need to take any further action to redistribute a new reading list. When you order your test, just make sure to order the test that matches the reading list you provided to your candidates. We will retain sufficient stock of the existing tests to accommodate those processes that have already begun.
In the last blog, we investigated possible improvements that could be made in the use of individual interviews in pre-employment or promotional screening. This month we expand our discussion to include the panel or board interview, an approach used by many public sector organizations.
As is often the case, once I start on a topic I have trouble controlling myself and my word count quickly gets out of control (my students have learned that if you ask me a simple question it can easily turn into an hour-long response). So, I have divided this blog into a 2a and 2b. In 2a, which you are reading right now, I:
Delineate the major characteristics of the panel interview;
Offer a version of a panel interview checklist;
Discuss the need for structure and training;
Provide an overview of the IPMA-HR Police Structured Interview System (POSIS).
Then, in a soon-to-follow Part 2b, I will answer frequently asked or encountered questions regarding the panel interview. Continue reading →