Some great questions were brought up during the SHRM “Demystifying the World of Assessments” webinar we sponsored, so we thought we’d address three of the top questions below.
Question 1: Do you recommend assessments as part of hiring or more for talent management?
Answer: Both are equally important. Assessments are meant to scientifically and efficiently help predict which job candidates will succeed in specific roles and can clearly identify the core competencies your current employees need to develop. Personality, cognitive ability, or skills/knowledge type tests are often used to help determine best-fit individuals during the selection process. Developmental programs can consist of assessments of leadership potential and of personal strengths and weaknesses. A 360-degree feedback instrument collects views of a person held by his or her self, as well as his or her peers, staff, customers, and/or superiors to form a complete picture of an employee and to discover areas of improvement. From critical thinking skills and communication style to leadership potential and personality type, our platform offers views of high-potential candidates. Additionally, our CompetencyFinder survey can be used to capture insights to improve all aspects of human resource management programs.
Question 2: I think an assessment would be helpful to have but leadership believes it brings risk to the organization with potential discrimination claims. How do you change that perception?
Answer: While assessments seek to measure job candidates in a consistent and standardized manner, it is true that selection processes may create adverse impact. Our HR Tips Sheet: Is Pre-Employment Testing Legal? addresses this in greater detail and is a great resource to share with leadership. It is critical that an organization has an up-to-date job analysis that accurately describes the skills and abilities required for success in a position and supports defensibility of the selection process. Our team of consultants can conduct job analyses, along with validation studies and a legal defensibility review, which analyzes assessment data to help mitigate the risk of unintentional hiring discrimination. Creating a battery of tests can also help mitigate the potential of introducing adverse impact.
Question 3: Do different assessments align better with different industries, and is there a list somewhere? For example, finance vs tech vs a social service agency?
Answer: There are some skills/knowledge type assessment tests that align better with certain industries. You can search a sample of our catalog by business need, job family and type of test here or register for free to view the full catalog. Each position is unique, and may require an individual to have a different set of skills and personality traits to perform the job well. Assessments help pinpoint the competencies required for success in your critical jobs. Combining multiple assessments together to create a battery offers a stronger ability to predict future job performance than does a single assessment. Your company culture is also unique and employees who share similar values may be a better fit and will perform better than those who do not. The most important piece of information to keep in mind is that the assessments you use are job-related to your own organization.
Do you have questions about assessments? Ask us below!
And if you missed the SHRM webinar, you can watch the recording now.
Viewing this webcast in its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM and PHR/SPHR/GPHR recertification from the HR Certification Institute (general credit).