Guest Editorial: Faster is Not Always Better

by Terry McKinney

The advent of the PC (personal computer, not political correctness) and the newer software has made major changes in our human resources/personnel lives. The overwhelming majority of these changes are extremely positive and will improve the quality of our service. As with most things, sometimes we are tempted to let computer logic replace professional judgment and sometimes we act as if speeding up a poor practice will make it better.

I will address two software areas that have the potential for overuse and misuse: job description and resume scanning packages.

Any one that have ever written a job description will agree it can be a painful and laborious process. There are a number of software packages designed to make this process easier. Some packages contain a collection of "canned" job descriptions; others are more a catalog or menu of possible statements to include in a job description. Writing good job descriptions requires considerable professional judgment and analysis based on the review of a considerable amount of material.

I feel that these software packages may lead some to believe that a few clicks of the mouse will produce a meaningful and appropriate job description. These software packages can be useful tools in the hands of a skilled job analyst in producing the final written description. Yet, these software packages can be a potential disaster when used as the finished "product" without information gathering and analysis. Some managers may decide that writing the description is the same as analyzing the job.

The benefits of resume scanning packages may be misleading. Many years ago, I was taught that, the more valid predictors should come early in a multiple hurdles selection system. Resume reviews are seldom the most valid predictors. While there is research to support training and experience evaluations, most of it involves highly structured approaches (supplemental questionnaires that ask specific job related questions and well defined scoring criteria). Automating an approach that has very limited validity is not going to make it more valid.

If paper (resumes and standard applications) evaluations have any merit, it is probably because of the professional knowledge and judgment of the human resource/personnel person doing the evaluation. In reviewing a group of resumes, a knowledgeable professional will conclude the following terms: training and experience evaluations, education and experience evaluations, and T&E's all describe the same concept. Resume scanning programs cannot evaluate the context of words and terms.

The new technology is great. We are at the dawn of a new age for the Human Resource/Personnel profession. We should use this technology to improve speed and effectiveness. When someone develops a software package that identifies personality type based on the applicant's body shape or bumps on the applicant's head, it will speed up a discredited pseudo science. But it will still be a discredited pseudo science. Use technology, but use it wisely.

Terry originally wrote this piece for "News and Views," the Personnel Testing Council of Arizona newsletter, but kindly volunteered to share it with the ACN and IPMAAC members.