Program Highlights

Judging talent on a subjective basis usually results in an evaluation that is flawed. We all have our biases towards physical appearances,  certain personalities, a good first impression, etc. Sometimes these biases will stay with us during the hiring process with the danger that we may make a final judgment based on superficial impressions, either positive or negative.

Professor Flynn maintains that the standard hiring interview is totally unreliable in attempting to predict how an individual will perform on the job. Much better, he suggests, is the use of work sample and intelligence tests because they are objective, not subjective, and provide diagnostic data required to make fair assessments.

Evaluation of performance is similarly affected by biases and subjectivity and thus the result may also be flawed.  Professor Flynn suggest that appropriate appraisal practice must include evaluation criteria that is clear, intensive training of managers on how to conduct performance reviews, and the use of as much objective data as possible.

Frank Flynn is Associate Professor of Organizational Behavior; Co-director of the High-Potentials Executive Program; Director of the Center for Leadership Development and Research at Stanford University's Graduate School of Business.  A graduate of the University of Notre Dame, he received his PhD in Organizational Behavior from the University of California, Berkeley.

Format: DVD
Duration: 53Minutes 
2009
SV 1027-2 $95.00