Assessment Methods
A variety of well designed assessment methods/tests should be used. Listed here are some examples
Ability tests
Ability tests are well established for reliably predicting job performance. These include:
-
verbal – designed to examine a candidate’s ability to comprehend written information and to relay information orally
-
numerical – designed to measure an individual’s ability to analyse and draw logical inferences from numerical data
-
problem solving – designed to test a candidate’s ability to solve problems
Aptitude tests
Tests designed to demonstrate whether a candidate has specific skills. These can include skills such as: proficiency in the use of Microsoft Office XL and Vista, accuracy in spelling, secretarial skills, data entry proficiency, audio typing, email/Internet proficiency.
Competency-based tests
Tests designed to demonstrate a candidate’s suitability to perform in the job role. Competencies tend to test for:
- specific work tasks
- job outputs and work behaviours; for example, a doctor may be required to assess a patient and carry out the procedure correctly with the appropriate concern for the patient’s physical and emotional state
Personality inventories
These inventories are designed to indicate a fit between personality and the requirements of the job. The job specification may have determined that the position requires a certain personality type; the position may require confidence and assertiveness or perhaps tenderness. These can be tested for with personality inventories. The tests can be useful, but it is important to remember that the personalities tested should match the person specification and not test for irrelevant characteristics (eg 'a good sense of humour').
Psychometric testing:
These are tests designed to judge a candidate's suitability for a job. Psychometric tests may include some of the following: verbal comprehension tests, numerical reasoning tests, understanding information tests, reasoning exercises and memory tests. Remember that some people do not perform well on tests, and are able to perform better in more realistic circumstances.
Strength-based assessment
Helpful signposts
