here are some of the more frequently asked questions
concerning the OAD Program.
- We use
behavior description interviewing, so why would we need
Well-planned and constructed
interviews can be very helpful in hiring situations and
should be used. However, even the best interviews cannot
uncover every job-related behavior, and the best
interviewers cannot always discern the roles people play
from the way they really deal with the demands of the
job. Studies have shown that good testing instruments
have higher predictive validity than interviews. More
importantly, though, the OAD Survey has many beneficial
applications other than hiring, and is not simply a hiring
tool. So it’s really not a decision to use one approach
over the other.
does the OAD Survey measure?
The OAD Survey measures two
dimensions of personality – a persons Traits or natural
predisposition, and the behavioral adjustment the person
is attempting to make within his or her work situation.
Knowing the traits allows the manager to understand a
persons natural strengths and capabilities, and knowing
the behavioral adjustment allows them to assess how the
employee perceives job responsibilities.
Within the Traits dimension,
OAD measures seven source traits – Autonomy, Extroversion,
Patience, Detail orientation, Versatility, Emotional
Control, and Creativity.
employ well-educated, skilled people – at what levels
can we use the OAD Survey?
The OAD Survey can be used at
all levels of an organization, from entry level to senior
the OAD Program just like other testing programs I have
The OAD is not marketed as a
testing program, and several important features
differentiate OAD from traditional testing programs. The
critical program element is the OAD Management Seminar –
developing the knowledge and skills of managers in the
area of workplace behavior. Without and understanding of
behavior and motivation, users of even the best tests
would not receive full benefit. Secondly, we emphasize
the management and organizational development applications
of OAD, applications for which hiring tests or simple team
building diagnostics are unsuited.
the OAD program help us reduce turnover?
Yes. Study after study has
reconfirmed what Herzberg and others told us forty years
ago; people stay in jobs and with organizations that allow
them to meet their personal needs for satisfaction and
achievement. Placing people in the right roles and
managing them in the most effective personal manner is the
very essence of management today, and is the primary
application of OAD.
- Can we
implement the program by training several people in our
Yes, but using OAD as you
would a testing program would offer benefits in a rather
limited fashion. It would definitely help with selection
and hiring but it would not be possible to apply OAD in
the more critical organizational management applications.
there a minimum number of managers who should train in
the OAD program in order for it to produce significant
There is no minimum as such.
However, we recommend that an organization commencing with
OAD initiate the training at the senior management level.
Strategic applications of OAD affect the more tactical
issues, such as candidate assessment, and require the
knowledge and commitment of the company’s leadership.
Once this group establishes a direction and focus for OAD,
the other operational and staff managers should be
are the OAD Surveys scored?
The OAD Survey and the Job
Analysis Questionnaires are computer scored. Every client
is provided with the OAD scoring software, which scores
and databases the Survey results, and which is operable on
both network and stand alone systems. Taking the survey
is very brief – only a few minutes for each Survey. The
JAQ process is lengthier and requires management consensus
in order to profile accurately. Results and reports are
emailed or faxed.
major problem is recruiting – could we use the OAD
Survey just in that aspect of our business?
Yes. It is only one
application for the program, but it can be done. We
recommend a broader usage of OAD, though, because for many
business organizations retaining valuable, skilled
employees is even more of a priority.
- Can we
use OAD as an initial screening tool for job candidates?
Yes. To do this and ensure
legal defensibility, as a first step we recommend that we
undertake a job study on the position being screened.
This procedure, which is part of our client support
package, provides the client with a statistical profile of
the job related traits and characteristics and ensures
that the essential traits are being included in the hiring
have job candidates applying from all over the place and
we don’t have offices everywhere they are. How can we
arrange for them to complete and OAD Survey?
You candidates can complete
the OAD Survey on the Web once you have been assigned an
ID number exclusive to your organization. Once we are
notified they have completed and sent the Survey, we will
forward the data via email or fax. Some organizations
wish to purchase their own scoring software, which
provides immediate scoring and reporting.