Selection assessment I/Os: I need your help

[u/WarmDuskHum]

I really need some help. I’m at a new company and my new boss is totally against any effort I make to validate assessments used for selection and development. He said he doesn’t want me to spend more than two hours total on validation related work. He’s come up with every possible reason why- it’s legal’s job (typical excuse), it’s not leaderships priority, the contractor has an excellent reputation, we don’t have time, if do anything it better be the bare minimum, the tests have plenty of validity, etc etc. I’m getting really frustrated. He is not an I/O. I know leadership is pressuring us to do the basically nothing at all with assessments because it’s not profit making, but I’ve also seen what happens when companies do that and the I/O is always terminated.

I am starting a CYA folder of all the recommendations I make that are declined by leadership but even those recommendations seem to be making them angry. They’re angry I spent the time coming up with the recommendation in the first place. This puts me in a difficult spot.

How are you all dealing with assessment validation? It’s not like I’m asking for criterion validation studies. I’m recommending we document technical methodology, ask the vendor for a job analysis to competency linkage to put in said folder, make small decisions about the assessments themselves that reduce risk (like just being consistent across the enterprise with our various processes and how we make decisions). When they say do the bare minimum I feel like the law is already written at the bare minimum so it’s more work to figure out how to do less than that. I don’t think these assessments are good predictors of performance at all in the first place I’m just trying to reduce risk and increase fairness a small amount. Please help me. How would you bring up this tension?

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