According to the Talent Board’s 2016 Candidate Experience Research Report,82% of companies use some form of pre-employment test. While I realize that this information is from a few years ago, assessments continue to be widely used. Given their popularity, it’s important for the person taking the assessment to understand its use. That’s what this reader note is all about.
为了帮助我们更多地了解评估，我的标准达成了我们的朋友，预就业测试服务的领先供应商。Josh Millet is the founder and CEO of Criteria. He has extensive experience in online testing services and preparation, and he’s shared his experience with us in the past. I particularly like his comments on this article about “前5位的软技能，雇主应该寻找”。
Josh, thanks for taking the time to educate us on assessments. Let’s start with a definition. What’s an “assessment”? And is it different from a “test” or an “index” or a “profile”?
[Millet] An assessment for me is a structured, standardized way of gathering information on someone or evaluating them from a particular perspective. There are many types of assessments: behavioral (personality), cognitive, skills, and emotional intelligence, but based on our definition you could also describe a structured interview as an assessment.
The words “profile and index” tend to be used specifically for personality assessments, whether given pre- or post-hire.
What are the top 3-4 reasons that an organization would use an assessment?
Assessments can also help reduce bias by diminishing the importance of selection techniques like resumes and unstructured interviews that tend to introduce subjectivity and unconscious bias into the hiring process. They can also help streamline the hiring process by quickly surfacing candidates more likely to succeed at the ‘top of the funnel’.
In a post-hire context, assessments can help organizations better understand their talent, build better teams, and foster growth and development in their team members.
I’m pretty sure I know the answer to this one but I’m going to ask anyway. Should organizations explain to candidates/employees why they’re using assessments?
Can a candidate/employee ask to see their assessment results?
[Millet] Privacy regulations in certain areas, like the通用数据保护条例（GDPR）在欧洲，给考生看到任何评估结果的权利，但在美国它不是为雇主份额评估结果的标准。
Assessments can make someone nervous. It’s possible that’s where the reader’s comment about feeling it was “required” comes from. As an assessment provider, what words of confidence can you give to someone who is going to take an assessment?
[Millet] In a pre-hire context, assessments give everyone the chance to demonstrate their abilities in a fair and objective way. They are also typically just one of many ways in which employers get to know prospective employees and can help ensure that the fit between a candidate and employer is a good one.
[Millet] Especially in a time when HR departments are being asked to handle more applicants than ever with fewer resources, assessments can dramatically reduce time to hire. When an employer uses assessments at the ‘top of the funnel’ they can spot talent signals in a large, undifferentiated mass of applicants. This helps them to know where to direct their energies first and can reduce the number of wasted interviews and time spent reviewing applicants who don’t meet the basic job requirements.
A huge thanks to Josh and the team at Criteria for sharing their knowledge with us. If you want to learn more about pre-employment testing, be sure to check out Criteria’s “Definitive Guide to Pre-Employment Testing”。这是一个很好的资源。
使用评估的组织——无论是“s pre- or post-hire – should have a communications plan. Candidates and employees should know what they’re taking and why they’re taking it. It will make them feel more comfortable about the process, which benefits everyone.
图像捕获由体育app亚博 after speaking at the Society for Human Resource Management Annual Conference in Las Vegas, NV14