Using the Right Job Assessment Test



The idea of using a job assessment test as part of your company’s HR screening process has been around for a number of years now, and with good reason. The use of such a test can help your company improve its employee retention rate by increasing your odds of making sure that the right people get matched with the right positions in the first place. Still, some of these tests are more effective than others, and for a number of reasons. One thing you should look for is a suite of tools designed to help you analyze the data you’ve collected during your decision making process.


One of the features that can make a job assessment test more useful than some of its competitors is the ability to make specific hiring recommendations based on an applicant’s specific scores. Whereas some of these tests simply provide you with the scores and no other data, a more advanced piece of software will perform two additional tasks. First, recommendations will be categorized. Second, the justification for those categories we’ll be explained. As a result, the hiring decisions your testing software will facilitate will be far more informed than they would have been with numbers and nothing else to justify them.


The way this information is presented is also an important factor to consider when selecting a piece of job assessment test software. Ideally, the results should initially be presented as a visual summary. A visual summary is going to have more than just text. It’s also going to have simple-to-understand graphical representations of the job suitability data that has been collected by means of the test itself. Plus, this initial visual summary should be rich with links, enabling you to drill down deeper and deeper into the meaning of those results as the need arises for you to do so.
 

Another ideal option for such a piece of software would be the ability to evaluate candidates on the basis of particular qualifying factors in addition to overalls suitability for your organization. Obviously, part of the answer for this lies in simply using different tests for different positions, but there’s more to it than that. Although you may want to evaluate a number of competencies for a particular position, there are always some of these that are going to be more important than others. Thus, software designed to evaluate them should be flexible enough to allow for this fact.
 

Event Calendar