Effective and consistent implementation includes training administrators to follow specific assessment guidelines. Procedures should be put in place to ensure security of the assessment so that no candidate has an unfair advantage because of his/her unique access to assessment items or other information.
How do I use assessment scores for selection decisions?
There are multiple strategies for using assessment scores in making decisions about whether or not a given applicant should be hired or advanced to the next stage of a selection process. Examples include:
- Setting appropriate passing scores on specific assessments or a combination of assessments
- Using a “top-down” selection approach based on a rank-ordered list of applicant assessment scores
- Implementing multiple decision points or “hurdles” in the selection process
The procedures for using assessment data in the selection process should be established as a policy and followed consistently.
While organizations will make the final hiring decisions, Assessment Analytics can provide guidance to clients about using assessment scores in making selection decisions, using recommended passing scores on the assessments or making adjustments to their passing scores to help them meet hiring goals.
Are assessment scores alone enough for a hiring process?
The more job-related information that is used to make hiring decisions, the more likely it is that those decisions will be effective. While assessments are important for identifying talent for an organization, they should be used in the context of other important parts of a hiring process, such as background checks, skill sets and other qualifications, or interviews.