Although interviews can give you some insight about a potential job candidate, they are not always the best indicator for selecting the right individual for the position. Selection assessments can help you determine if your new-hire has the skills, intelligence, and attitude necessary to perform the job. There are a number of best practices for implementing selection assessments. The following are brief descriptions of these practices:
1. Job Analysis Profile
Organizations need to begin by creating a job analysis profile. Before investing in the necessary tools and methods, companies need to understand their objectives and clearly identify the key attributes for each position. A key step in doing so is to evaluate top and bottom performers.
2. Reputable Providers
Organizations should aim to find a reputable assessment provider, one that can show how their products are validated and reliable. Organizations should make sure that the provider is staffed with professionals, such as psychologists with a strong background in assessment testing, and that the instruments are validated frequently and on adequate samples.
3. Assessment Center
Organizations can benefit from the creation of an assessment center that includes a multipronged approach for incorporating a variety of different instruments, as well as assistance from psychologists. This approach will have a greater degree of success in uncovering variance in fit between candidates. Again, it is prudent to begin strengthening understandings about the attributes that are shared by top performers.
Organizations need to use selection assessments consistently across all candidates for the same job. The goal of implementing a standardized assessment can only be achieved through buy-in from business leaders, and the accountability of HR and hiring managers.
5. Integrated Assessment Strategy
Selection assessments should provide development information for employees and their managers.
6. Validated Assessments
Developing a clear understanding of which assessments are validated is challenging in today’s market with hundreds of assessment providers emerging. Assessment providers must demonstrate the validity of their tools and ensure that they contain highly predictive information to help organizations make informed selection decisions.
7. Train Your Staff
Organizations need to educate their staff on what assessments they will be using for various jobs, as well as how to administer and best utilize the information obtained from the assessment. Reputable assessment providers offer certification training to maximize the organization’s return on their investment. Results should be clear and concise so as not to require a professional to interpret the results of the assessment.
8. Create Pre-Established Performance Metrics
Organizations need to think about what they want to achieve with their assessment programs prior to investing in the tools and technology. Some of the most popular key performance metrics include time to fill, turnover and hiring manager satisfaction.
Have you experienced using assessments?