A global technology company had been using an assessment for a critical role. A challenge arose among the ranks regarding the value of this step in the screening process.
After analyzing performance data from incumbents, two key latent behavioral factors were discovered that correlated significantly with success in the position. Tweaks were made to the existing model in use and graphs and charts were prepared for the service person to explain the rationale for the changes. In a virtual meeting with the client and the partner, the ROI question was addressed head on and answered satisfactorily. The discussion with a data scientist and human resources professional offered the perfect opportunity to discuss why some statistical methods of validation are more appropriate than others due to sample size.