Case Study:

Six Sigma Candidate Identification

Situation

A division within a large, Fortune 100 corporation sought consultation from Hyde & Lichter as they embarked upon an effort to select Six Sigma Black Belts from an applicant pool of internal and external, hourly and salaried candidates. The client was seeking a process to accurately assess individuals who possess the cognitive skills, motivational drive, and personality characteristics considered critical to successful performance in the Black Belt role.

Client Solution

  • A group of “Subject Matter Experts” (SMEs) within the organization was engaged to help identify the knowledge, skills, and abilities that differentiate top performing Black Belts from the average and marginal performers. This developed a Black Belt competency model based on learning since the start of Six Sigma.
  • A selection process was developed based upon the Black Belt competency model. This process consisted of a customized work sample test and two reliable and valid psychological instruments (one cognitive measure and one personality measure).
  • Administration guidelines were created so that the assessment process could be conducted on a national or global scale. Occasional administration and scoring training modules were provided as needed. Hyde & Lichter interpreted assessment results, providing a written summary of assessment findings, recommendations and developmental suggestions.

Client Outcome

  • A follow up evaluation was undertaken to measure the effectiveness, utility, and predictive value of the selection process. Human resource professionals and Master Black Belts utilizing this selection system have reported marked improvement in their ability to more accurately identify high performing Black Belts over traditional, interview-only methods.
  • Those performing selection interviews have stated that, based on the assessment feedback they receive, they are in a better position to ask discerning questions that enable them to differentiate a high potential Black Belt candidate from a below average or average potential candidate.
  • Finally, a significant additional value cited by the client is their ability to accurately and proactively target key developmental themes for newly selected Black Belts.