As part of the Human Resources (HR), we are aware of the importance of compatibility between the person and his position. There are several ways to determine this and one of the things that can be considered is the role of administering the proper assessment to the individual.
In HR, professional standards require that selection of assessments measure the critical competencies necessary for a particular job. The key component in designing an effective system involves a clear understanding and documenting of the requirements of the job. By conducting a Job Analysis, it will permit an employer to identify and document the primary work activities and/or competencies, or knowledge, skills, abilities and other characteristics (KSAOs) required for successful job performance. A job analysis can help provide the basis for recommending job-relevant selection assessments.
Here are recommended ways on how this can be achieved:
- Review the Job Description of the position by highlighting competencies and/ or main duties and responsibilities
- From the competencies that were identified, focus on the key competencies necessary for the job
- Once key competencies are identified, review the PreVisor test catalog and choose assessments that can effectively measure the chosen competencies
- In choosing assessments, remember the following:
- Number of assessments – limit the number of assessments to be given to the person. You don’t want him to spend the entire day taking tests. Also, his performance on the assessments might be affected after the 2nd or 3rd test.
- Several assessments can be used to measure a single competency, choose the test that is closest to the position.
- Review the kind of test results that are generated and how it will impact the position
- Validate the assessment by administering the test to the incumbent and/ or subject matter expert. Get their feedback.
Lastly, let us remember that the RIGHT TOOLS can help identify the RIGHT PEOPLE for the RIGHT JOB.