Putting online psychometrics to the testOn 11 Jun 2002 in Personnel Today Online psychometric testing is gaining ground as a scientific andcost-effective method for measuring a job applicant’s suitability – but it alsoraises a number of concerns. How accurate is it? What are the safeguardsagainst fraud? Will it fall foul of data, race and sex discrimination rules?Keith Rogers looks for some answers Rick Woodward, European learning and development director at Kimberly-Clark,is an enthusiastic advocate of online psychometric testing. Having introducedthe process in both its graduate and executive recruitment programmes, thecompany has slashed its cost base, streamlined its administrative processes andimproved both internal communications and its feedback to job applicants. Bestof all, Woodward argues, the candidates themselves say they like it. Kimberly-Clark’s experiences, based on services provided by SHL, fly in theface of much recent research into the online testing market. To date, HRmanagers have demonstrated a reluctance to go down the internet route at thisstage of the selection process, citing numerous fears ranging from thedifficulties of administering tests remotely, to concerns about their equalopportunities responsibilities. Although the internet recruitment market isexpanding fast, psychometric testing seems to be running up against bothpsychological and practical hurdles. But given how widely the procedure is being deployed, particularly amongTimes 1,000 companies, acceptance of online testing is becoming a major issue.In a depressed economy where the volume of applications for each job grows, theability to automate parts of the recruitment process is becoming ever morepressing – particularly as organisations expand the reach of their jobadvertisements through internet advertising, generating a correspondingincrease in candidates. Although the employment market might favour the hirertoday, the conditions also create a growing administrative burden that becomescostly and inefficient. As a pre-interview screening process, psychometric testing is a powerfultool, whether used online or carried out with pen and paper. Used to measureboth a candidate’s job-related abilities and to assess their personality, itprovides a relatively scientific context to the biographical data that’stypically used as the basis for the interview process. Organisations such asGlaxoSmithKline have already moved from paper-based tests to running theprocess on PCs within their assessment centres, so speeding up data analysisand report generation, removing the potential for human error in theadministrative process and allowing them to store candidate-related datacentrally. In theory, online testing merely takes that process one stagefurther, retaining all the administrative benefits while allowing candidates tocarry out the tests from their own chosen location. While the theory is good, in practice it raises a number of concerns. Tobegin with, one advantage of bringing candidates to an assessment centre ratherthan allowing them to take tests at home is that the employer can control theenvironment in which they operate. As Mark Evans at GlaxoSmithKline points out:”They are being supervised – it’s the same temperature in the room,there’s no noise, no distractions – the kids aren’t running around, the guynext door isn’t using a pneumatic drill. And there’s something good about thefact that you can give similar verbal briefings. I think there’s something tobe said for having the human element there to offer reassurance.” But there’s a counterpoint to this argument, according to Dr Colin Selby ofPenna Consulting, which provided Glaxo-SmithKline with its PC-based testing.Selby, who is also chairman of a British Psychological Society committee,argues that while assessment centres can provide reassurance, they can also beprejudicial – if the administrator is unfriendly, for example, that may inhibita candidate’s performance. The online testing experience of Woodward atKimberly-Clark supports that view: “It was a win from the candidates’point of view – they liked it, and said it was better than sitting in anassessment centre with other candidates, and us breathing down theirnecks.” Managing the test environment is only one aspect of a wider control issuethat persistently crops up when HR managers express their reservations aboutrunning the process online. John Hackston, managing consultant at test providerOPP, draws a distinction between ability testing, which requires strictcontrols, and personality tests – but even the latter can present problemsonline. For one thing, some candidates will try to find out what the”right” answer is – and given the speed with which organisations canprovide feedback to applicants, there’s little to stop the same person loggingin under a variety of pseudonyms to try different approaches. Tests that aresupposedly subject to strict time controls can also be hard to police. There are some technical solutions to these issues. SHL’s testing program,for example, drops a Java applet onto the applicant’s system that times themout when the test period is complete. The company reinforces that approach bydistributing an “honesty contract”, which points out that someattributes will be tested again if the candidate progresses to the next stageof assessment and any disparities will be investigated. Others take a morepragmatic approach – Kimberly-Clark, for example, puts no time limit on thetests it carries out online, partly in recognition of the fact that somecandidates (like those for whom English is a second language) will require moretime to complete the process than others. Catering for these kind of cultural variances is a further area of concernfor potential adopters, both in ethical and legal terms. Will all candidateshave access to a PC – and will those that are unfamiliar with the PCenvironment spend more time working out how to use a mouse than filling in theonline form? Is the online process liable to breach any key employmentlegislation, particularly the Sex Discrimination, Race Relations and DisabilityDiscrimination Acts? What are the implications under the Data Protection Act? In some areas, the issues are no different whether the tests are carried outonline or on paper. As the IRS Employment Review pointed out in January,indirect discrimination can occur purely because of differences in the way thatmen and women respond to psychometric questionnaires. Guidelines issued by theCommission for Racial Equality advise companies on how to head off these kindsof problems, ensuring, for example, that tests don’t contain irrelevantquestions in areas that may be unfamiliar to racial minority applicants. AsOPP’s Hackston points out, organisations should use the same criteria foronline testing service providers as they would for any other medium, lookingfor reliability and validation in the testing procedures. Selby also suggeststhat companies validate their PC or online procedures with existing employeesbefore they use it on candidates, measuring their 10 highest and lowestperformers and ensuring that the psychometric process successfullydistinguishes between the two. Data protection issues are a little more specific to PC-based and onlinetesting, and processing of personal data is strictly regulated. As the IRSreport points out, employers must comply with all the data protectionprinciples enshrined in the 1998 Act, including ensuring that personal data isrelevant to the purposes for which it is processed, isn’t kept longer thannecessary and is protected against unauthorised or unlawful processing. Intechnical terms, that means stored data must be secured against unauthorisedoutside access, and controlled effectively internally. Some proponents ofPC-based or online testing argue that the automatic data collation is a benefitin addressing all of these legal issues, since it allows for rapid collation ofdata for analysis. But the issue of candidates’ access to and familiarity with PCs is lessclear cut. GlaxoSmithKline’s Evans, who is keeping an open mind about movingdown the online route, says his only concern right now “is the fact thatyou might be excluding sections of the population. There’s a danger ofexcluding very good candidates by restricting testing to the internet.”Ultimately, the decision to go down the online route will be heavily influencedby local environmental factors. “Access to the web is still an issue for some people,” says Selby.”If you want to recruit a nurse in the Philippines, access issues couldprevent some candidates applying. You’ve got to accept that there areinequalities in this respect. If somebody can’t be bothered to find access tothe web in the US, they’re not thought to be serious – that point has beenraised in the UK as well. While it’s okay for IT engineers – it’s not fair forpeople who want to work in a children’s home.” Woodward emphasises thesecultural differences apply across Europe – while psychometric testing isincreasingly common for graduates in Germany, for example, it raises eyebrowswhen applied to more senior positions. While these types of objections are all valid, few dispute the fact thatonline testing offers three core benefits – better speed, accuracy and cost. Aswell as quicker collation and analysis of electronic data, both PC and onlinepsychometric tests allow for faster dissemination of data within organisations,speeding up the internal administration that accompanies selection and bringinguniformity to the processes. In particular, candidate feedback – which Selbydescribes as an applicant’s “right” – can be dramatically improved. Administrative accuracy is also enhanced as processes are automated and there-keying of data is removed. That does not, however, necessarily improve theaccuracy of the data itself. While Selby points to BPS research indicating thatresponses to personal questions tend to be more reliable online than on paperor face-to-face, Woodward’s experience at Kimberly-Clark is that theconsistency of online responses is lower compared to previous testingexercises. “Because people have got more time, they’re thinking ‘what’sthe politically correct answer?’” he says. “One engineer’sconsistency score was one (against a norm of five to seven) – when I met him Idid not believe a word he said.” From a cost perspective, however, the statistics are compelling. While thereis a cost associated with training testers to manage a new online environment,Kimberly-Clark has seen its selection overheads drop significantly. The companyused to accommodate candidates for two nights in hotels while they went throughits assessment process – by running the psychometric tests offsite, the companysaved one night’s hotel accommodation, amounting to an overhead reduction ofsome £7,000 a year. The tests themselves are also cheaper. “Every time wedid a test with paper and pencil and calculators it was costing us £25: this iscosting us £13.50,” says Woodward. But before organisations jump into online testing, they need to take intoaccount several key factors. To begin with, all the major software and serviceproviders insist that psychometric testing should be viewed as just one elementof the overall selection process. Steve Newhall, head of business developmentat DDI, says: “We would not recommend that you use any level ofpsychometric test as a tool on its own. It needs to be balanced withbehavioural information – what they can do and what they’ve done. We tend touse psychometrics as a way to supplement the other information we get.” He adds: “It’s about the robustness of the assessment tools. You take adecision in any other process about the point at which you switch to a humaninterface. Are we bringing people through to that point, and have we weeded outunsuitable people; gathered data that’s going to add significant value to thathuman piece; and have I managed to get that data more cheaply andefficiently?” Also, organisations need to ensure that their existing recruitment processesare suitable for the online environment. Roy Davis, head of communications atSHL, points out that the internet is merely the transport mechanism for thetesting process – success depends on how effective the underlying HR processesare. “If you’ve got a bad test to start with,” he says, “puttingit on the internet won’t improve it.” Because internet recruitment causespotential overload problems as the organisation’s reach expands, Davis suggeststhat companies should also give candidates an opportunity to opt out of theprocess, perhaps by being more specific in describing what the advertised jobreally entails. In that vein, Selby says companies need to be far clearer aboutthe nature of both the job and the personality specifications associated withit before they go down the internet route. It’s no longer enough to ask for”leadership potential” – rather, firms should be stressing the natureof the leadership skills required and situations in which they apply. Right now, the market for online testing remains relatively immature, anduptake is only likely to increase when the number of reference sites expands.The emergence of more sophisticated techniques – such as adaptive testing,where systems change the questions posed to candidates in relation to theirresponse – will also begin to swing the balance. Ultimately, however, it willbe the experiences of organisations like Kimberly-Clark that determine whetherother users follow suit. “I’ve been surprised by the results of some of the research [intoonline testing],” says Woodward. “We’ve got a cheap, sophisticatedtest that we should be using for all executive appointments – it’s giving you aquality second interview.” Related posts:No related photos. Previous Article Next Article Comments are closed.
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Read Full Story Dana-Farber Cancer Institute will create the Chen-Huang Center for EGFR (epidermal growth factor receptor) Mutant Lung Cancers to stimulate research, promote clinical trials, and strengthen the Institute’s capabilities for studying and treating lung cancer. The Chen-Huang Center is being established with a $5 million gift from Winston Chen and his wife, Phyllis Huang, of Silicon Valley.For many years, the couple’s family foundation, the Paramitas Foundation, has focused on supporting higher education, their recent funding has shifted to health care projects, specifically lung cancer care and research led by Pasi Jänne, director of the Carole M. and Philip L. Lowe Center for Thoracic Oncology, and director of the Robert and Renée Belfer Center for Applied Cancer Science at Dana-Farber.“Phyllis and I hope our gift will bring much needed attention to lung cancer and illustrate how vital financial support is for making discoveries,” said Chen. “We support Dr. Jänne and Dana-Farber because of their impressive centers, research facilities, and the discoveries they are making every day.”“While we have made important progress in treating lung cancer, much more needs to be done. This generous gift will allow us to further push the boundaries of knowledge in this area to eventually develop new and better therapies. We are very grateful to Winston Chen and Phyllis Huang for their support to create this new center,” said Laurie H. Glimcher, president and CEO of the Dana-Farber Cancer Institute.More than 200,000 people in the U.S. and more than one million worldwide were diagnosed with lung cancer in 2019. Lung cancer remains the most common cause of cancer-related deaths for both men and women in the U.S. EGFR mutations are found in 15 percent of patients in the U.S. and European Union, and 50 percent of lung cancer patients in Asia.,The Chen-Huang Center will advance care and research through the seamless integration of preclinical, translational, and clinical research, including:New and novel clinical trials for patients with EGFR mutant lung cancersTranslational studies of EGFR mutant lung cancers to ultimately help refine therapeutic approaches for patientsDiscovery studies that focus on the generation of research modelsEducation, training, and knowledge exchange opportunities for clinicians, researchers, and trainees from the U.S. and around the world focused on EGFR mutant lung cancersJänne, and other investigators at Dana-Farber, discovered that a subset of lung cancers exhibited mutations in the EGFR gene in 2004. These mutations were predictive of the clinical efficacy of EGFR kinase inhibitors. This discovery was one of the first examples of precision medicine for lung cancer and helped catalyze the entire field of precision medicine for patients with lung cancer.Following the discovery, Dana-Farber was the first center in the United States to begin routine clinical testing for EGFR mutations, which is now the standard of care worldwide. EGFR inhibitors are now used as the initial systemic therapy (instead of chemotherapy) for newly diagnosed patients with advanced EGFR mutant lung cancers.“Even with significant advances forged by physician-scientists at Dana-Farber and elsewhere, new and novel treatment approaches for patients with EGFR mutant lung cancers are needed,” said Jänne. “This gift will help us continue to be a leader in cancer care and research.”
Mourinho, who guided Chelsea to successive titles in 2004/05 and 2005/06, said: “Last year in this moment we were 12 or 11 points behind the leader, so game over. “In this moment we are two points behind, so game on. Let’s keep going.” Mourinho is a fine exponent of the mind games which Sir Alex Ferguson enjoyed playing as Manchester United boss and again talked up 2012 champions City after beating Liverpool. He added: “Do you think I’m putting pressure (on City)? You think I’m capable of it? “See the squad, see the players, the number of goals, the strikers. “(Edin) Dzeko is the third striker of Man City. Dzeko. “(Stevan) Jovetic, the fourth.” The mention of Dzeko and then Jovetic was followed by a resigned exclamation at City’s resources before Mourinho insisted Manuel Pellegrini’s side are fully aware of their talent and potential. Jose Mourinho has spent recent weeks talking up Manchester City as Barclays Premier League title favourites, but now the self-proclaimed Special One believes it is ‘game on’ for his Chelsea side. Press Association Chelsea play Southampton on Wednesday after finishing 2013 in third place, two points behind leaders Arsenal and one behind City. Merely being in contention is an improvement on recent seasons for Chelsea, who have won one Premier League title since Mourinho’s first spell as boss ended in September 2007, when Carlo Ancelotti led the Blues to the double in 2009/10. Mourinho added: “I think they know how good they are and I think they know they are the favourites. I don’t think they feel any pressure.” Chelsea are hardly the poor relations in the Premier League, but while Mourinho looks enviously at other striking resources, he insists the Blues have no plans to bolster the forward ranks during the winter transfer window. Chelsea’s strikers have six Premier League goals between them this season – Samuel Eto’o (three), Fernando Torres (two) and Demba Ba (one) – compared to 19 for Liverpool’s Luis Suarez and 13 for Sergio Aguero of Manchester City. “I’m happy with them,” Mourinho said. “I keep saying that they are not this profile of player that scores every weekend and scores 20, 25, 30 goals in a season. “But they are giving everything they have and I am happy with them. No new strikers in January, because we trust these guys and we go with them.” If Chelsea had a Suarez or Aguero, some commentators argue they would be clear at the top of the standings. But, for now, Mourinho says Chelsea must target a place in the top four and Champions League qualification and then see where it takes them. He added: “This season the top four will be a big achievement for everyone. “The difference between the top four and being champion, it looks like it’s not a big difference, so I think the first objective for everyone is to attack the top four. “And if we can protect the top four, let’s see what we can do and let’s see if Man City kills everybody or if they keep being close to all of us.” Mourinho maintains there are still six sides vying for the title – and Chelsea are yet to be beaten by any of them. At Stamford Bridge, where Chelsea have won nine and drawn one of their 10 games – a home record only bettered by Manchester City’s at the Etihad Stadium – Mourinho’s men have beaten City and Liverpool. Draws have been picked up at Manchester United, Tottenham and Arsenal. United are sixth, six points behind Arsenal, after a recent resurgence, while Tottenham are seventh, behind the defending champions on goal difference. “I think the six are (still) there,” Mourinho added. “Of course, Everton and Newcastle are close to the top four, but I think Tottenham and Man United are ready to attack the top four. “When they (United) were 10, 15 points behind and losing at home, I was saying Man United are Man United. Tradition plays a big part, so Man United is there ready to jump into the top four and to give a fight to everyone.” Southampton were in the top four earlier this season in a surprise rise under Mauricio Pochettino. Chelsea suffered a fright against Saints on December 1, conceding a goal after 13 seconds, before winning 3-1 and Mourinho knows his side have to be on their guard at St Mary’s Stadium in a match made more difficult due to injuries to Frank Lampard and Branislav Ivanovic. “Another good team,” Mourinho said. “At Southampton, especially, I think they feel very comfortable. So (a) very difficult match.”
TagsTransfersAbout the authorPaul VegasShare the loveHave your say Sir Alex back and having big say on crisis club Man Utdby Paul Vegas10 months agoSend to a friendShare the loveNew Manchester United boss Ole Gunnar Solskjaer admits he’s been in contact with Sir Alex Ferguson.The Sun says that since Jose Mourinho left he has played a more central role – even aiding Solskjaer’s Old Trafford return.This is after the Scot suffered a brain haemorrhage earlier in the year – which left him having to endure an emergency operation.The 76-year-old is now a regular visitor to Old Trafford again – with claims he and Solskjaer will be in regular contact.The report also says Ed Woodward turned to Sir Alex for advice after sacking Jose Mourinho – with the Scot pulling the strings to allow assistant Mike Phelan to return.
About the authorFreddie TaylorShare the loveHave your say Chelsea assistant Cudicini: Carabao Cup can set up 2019by Freddie Taylor10 months agoSend to a friendShare the loveChelsea assistant Carlo Cudicini believes Carabao Cup success can help the club perform well in 2019.The Blues will take on Tottenham Hotspur in the semi-final, with the first leg to played at Wembley on Tuesday.”It’s always important to win the first trophy of the season,” he told the club’s official website . “You have the chance to win it in February and it can help to then have an even better end of the season.”As a club, we consider all the trophies to be important and we have the chance to reach the final and we obviously want to do well.”
Arsenal boss Emery: We’ve improved since Wenger leftby Paul Vegasa day agoSend to a friendShare the loveArsenal manager Unai Emery has defended his short career at the club, claiming he has improved the team since Arsene Wenger’s departure.Following Monday’s loss to Sheffield United multiple critics stated Arsenal had shown no signs of progression under Emery, who replaced Wenger in the summer of 2018.But the Spaniard has launched a passionate defence on how he has improved the competitive nature within his squad.”Sometimes we forget the memory and we need to remember,” said Emery. “When I arrived here, this team needed to improve being more competitive.”This club, historically, was winning 1-0 and being very competitive, but it wasn’t enough.”Then it was being competitive with improved creativity. When I arrived, the creativity was good, but being competitive was worse. It was not enough.”I think last year I started to improve being competitive, with some very good matches playing with creativity.”This year we are in a process, but we need patience because our strategy as a club is with some new players and some young players. We changed 10 players and are continuing being competitive. Creativity, maybe we lost a little, but I know we are going to recover that.” About the authorPaul VegasShare the loveHave your say
Streamable/Krusty Sox SportsPaul Finebaum is in hot water over his comments earlier in the week about the Colin Kaepernick protest situation.On Monday, when the entire sports world was enveloped in debate over the 49ers quarterback’s protest of the national anthem over concerns with the oppression of African-Americans, Finebaum stated that said oppression does not exist.Awful Announcing has a clip of Finebaum’s Monday statement.On Tuesday, Finebaum doubled down during a segment of College Football Live, and got into a pretty heated debate with Joey Galloway.This morning, Finebaum went on SportsCenter with Cari Champion to apologize for his statements at length.To Finebaum’s credit, he says he spoke with Marcus Spears and Galloway about his statements, and his eyes are “wider-open” on the issues that the black community faces in America. Krusty Sox Sports has video of the segment:From Paul Finebaum’s apology:“I could spend the rest of my life trying to talk my way out of it, but I can’t. I blew it. I simply did not have a good grasp of the situation. I know better. I’ve lived in this country, I see what is going on all across the country from North to South to East to West and I have no excuse. I can’t explain why I articulated the words the way they did, but I did and there is a public record of it and there’s a natural reaction and I respect that.All I can say is that I made a terrible mistake in trying to express a feeling that I probably – not probably – I had no right to express. I don’t know whether this will mean anything to anyone but I feel compelled to answer your question that way – that it was a terrible mistake on my part and my eyes are wider-open today than they have ever been as a result.”Champion accepted his apology at the end of the segment.[Krusty Sox Sports]
On Sunday, October 18, 2015, Wounded Warrior Project (WWP) will be participating in the Love Ride grand finale, a single-day motorcycle fundraising event, and the longest running event of its kind in the world.Since 1981, Love Ride and its supporters have raised over $24 million for a variety of local and national causes. This year’s Love Ride is concluding decades of charitable work, in conjunction with Southern California Harley-Davidson (HD) Dealers Association, will support WWP. Love Ride is a proud advocate of WWP’s purpose to raise awareness and enlist the public’s aid for the needs of injured service members.Grand Marshall Jay Leno and the award-winning Foo Fighters will join to-be-announced special guests in their final Southern California performance of the year. In its three-decade history, the Love Ride has featured a host of celebrity participants such as Malcolm Forbes, Peter Fonda, Larry Hagman, Steven Tyler, David Crosby, Billy Idol, Bruce Springsteen, and many more.When participants sign up for the Love Ride, they can support WWP by building a custom fundraising page through the Kintera site. After registering, donors can refer family and friends to their personal pages for contributions. For added fun, Love Ride is offering incentive prizes for different levels of fundraising. All donations will go through the Love Ride Foundation and at the close of the event, 100% of the proceeds will benefit WWP.Donors can register for Love Ride 32, the Grand Finale by clicking here and selecting the “Love Ride Registration” button at the left. The cost of the event is $45 in advance and $60 on the day of the event. All participants who pre-register will receive a “Love Ride 32” patch, and the first 5,000 Love Ride registrants will receive a “Love Ride 32” pin. Love Ride 32 will also include a spectacular opportunity prize raffle. Prizes will include: a Harley-Davidson 2015 Street Glide, a fully paid trip to the HD Manufacturing Factory and Museum with airfare/hotel paid and more.Participants who wish to attend the Love Ride Foo Fighter concert only can purchase tickets here. Love Ride 32 will continue its tradition of kicking off the event with a morning concert with The Long Run – Experience the Eagles, a celebrity-filled press conference followed by a 5-mile motorcycle trek led by Grand Marshal Jay Leno, from Harley-Davidson of Glendale, CA to Castaic Lake State Recreation Area.
Get the name engraver ready — 11 former Buckeyes have been selected to join the Ohio State University Athletic Hall of Fame. Four football players head the 2011 Hall of Fame class, two who starred on teams in the last 20 years and two more whose playing days were decades earlier. Offensive lineman Orlando Pace and defensive back Mike Doss played in the modern era, and will join Leo Raskowski and Bobby Watkins, who donned scarlet and gray from 1926–28 and 1952–54, respectively. Raskowski, a tackle for OSU, was a two-time All-American and a two-time All Big Ten selection. Watkins, a running back and four-year letterman for the Buckeyes, was one of the first African-American running backs in program history. Watkins led the Buckeyes in scoring during both the 1953 and 1954 campaigns, and helped lead the Buckeyes to the 1954 national championship. Pace, who played at OSU from 1994–96, started every game during the seasons between 1994–96 and was a two-time first-team American. Pace helped OSU to a 20–17 win over Arizona State in the 1997 Rose Bowl. Doss attended OSU from 1999–2002 and earned three first team All-American selections. Doss was also named Defensive MVP of the 2002 Fiesta Bowl where the Buckeyes claimed the consensus national championship. The class of 2011 also includes female rower Diana “Didi” Albrecht, men’s gymnast Raj Bhavsar, wrestler Mitch Clark, track and field athlete Katy Craig, pistol competitor Jessica Marshall, women’s golfer Kristen White and softball’s Stacy Roth. “The 11 members of this year’s class are another great addition to the athletics hall of fame,” senior associate athletic director and senior women’s administrator Miechelle Willis said. “We are proud of all they have accomplished in their respective sports as they join an impressive group of outstanding individuals who have set the bar high for Ohio State student-athletes.” The induction ceremony is scheduled for Sept. 9. Inductees will also be introduced on Sept. 10 at halftime of the OSU football game against Toledo at Ohio Stadium.
OSU freshman forward Derek Funderburk (4) jumps over Walsh defenders during the Buckeyes exhibition match-up on Nov. 6. The Buckeyes won 85-67. Credit: Alexa Mavrogianis | Former Photo EditorLess than a week after Ohio State men’s basketball coach Chris Holtmann was hired, he suspended redshirt freshman forward Derek Funderburk for failure to meet team expectations, according to a press release.The release did not specify the length of the suspension.Funderburk was redshirted and did not play in the 2016-17 season. Ohio State has just nine players on scholarship on its current roster, including Funderburk.The 6-foot-9, 205-pound forward is a native of Lakewood, Ohio, and played high school basketball for St. Edward before transferring to Hargrave Military Academy (Va.) for his senior season. He was the only four-star prospect in Ohio State’s 2016 recruiting class.