Clinical vs mechanical data integration methods: The essential ingredient

An accurate understanding of job context and requirements forms the cornerstone of any good talent decision when recruiting and selecting for your organisation. Proper job profiling that identifies the key constructs which are then measured by ‘best-of-breed’ assessments will underpin quality predictions of an individual’s job performance. Assessments often comprise test batteries which produce a number of scores in differing areas of performance. The integration of these scores to produce an overall picture of the individual’s match for the predefined role will then inform the talent decision.

 Kuncel and colleagues (2013) conducted comparative research between two commonly used methods in decision-making, namely, the clinical and mechanical data integration methods. Typically, scores integrated clinically, require practitioners to subjectively apply their professional judgements by drawing on their collective insights and expertise to make predictions about an individual’s fit for the role. What this study found, looking at the overall trend across 25 independent studies, was that when decisions were made clinically, these were far less accurate than those which were made mechanically. When each score was weighted by means of a pre-specified algorithm to produce an overall score, the predictions proved to be more accurate by up to 50% than those concluded clinically. Furthermore, the loss of validity in clinical data integration was consistent irrespective of the knowledgeability of the decision makers, the organisational context or the jobs in question.

These insights reinforce the value of job profiling as the essential ingredient for making good talent decisions. A proper job analysis will provide the structure to derive integrated scoring and the foundation for effective decision-making. Unfortunately, this value often gets lost due to tedious and time-consuming job analysis processes producing poorly defined profiles based on generic competency frameworks.tts-define simplifies job analysis and competency profiling to support you in making more accurate and contextual decisions. It is a highly flexible online job analytic tool that can be used to determine the critical person-specific constructs that are most related to successful job performance. tts-define further supports integrated solutions that are useful, simple to understand and contextually relevant, such as the Talent Match Report (TMR).

Key features of include:

  • The use of any competency or skills model.
  • You as the owner of the process and the content.
  • The building of your own job analysis wizard. The integration of multiple perspectives.
  • The assignment of specific tasks to specific experts.
  • The utilisation of ranking and rating functionality.

For more information on this value-adding job analysis process, contact your TTS consultant on +27121420010 or

July 7, 2017