The Predictive Validity of a Technology Enhanced Assessment Center Method for Personnel Selection

For more than half a century, data collected utilizing the assessment center (AC) method has been used to make valid predictions of managerial and executive job performance. The assimilation of technology into the AC method reduces costs, time to administer, and time to score. According to channel or media richness theory, the change of communication medium impacts the capacity to convey information effectively. The purpose of this study was to evaluate the validity of scores obtained through the administration of a technology enhanced assessment center (TEAC) used for the selection of candidates for a sales financial advisor position in a financial services organization. Organizations can have a higher return on investment by using a valid evaluation process for the selection of employees. A TEAC test that reduces channel richness of observation is administered and scored in a shorter period of time than the traditional AC. The current study is a selection validation study grounded in methods used to demonstrate construct, content, and criterion-related validity. The relationship between employees' TEAC scores and later performance on the job was examined to measure whether the TEAC was a valid predictor of future performance. This study used archival data, collected by the vendor of a TEAC. There was no statistically significant relationship found between the TEAC score and performance at 3 months on the job. Hence, the TEAC was not shown to be a valid predictor of performance. The selection of leaders using the traditional AC method is recommended and technology enhancements should be added with caution. Implications of this study for positive social change include advancing the knowledge of technology enhanced personnel selection in the field of organizational psychology.