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If you have read any of my articles (here or in other publications), you will know that I am not a advocate of the use of employment tests by coaches and trainers. Personally, I don't think that is our area of experts; nor should it be. Consequently I don't write about them here. However, I do reorganize that there may be a place of this kind of testing and since I get asked questions about hem, I do occasionally refer to this category of assessments. And if I come across an article that I find enlightening and worthwhile I like to share it. Below is one such article. It is short. It is simple. It is good. I want to thank Shawn, the author , for allowing me to post it here.
Common mistakes in
By Shawn Bakker
Using assessments to evaluate job candidates is very different from using assessments for developmental purposes. Avoiding the following common mistakes will help
you get the greatest benefit from pre-employment testing.
1 – Using the wrong assessments
assessments designed for selection, assessments designed for
development, and some assessments that can be used in both arenas. When
evaluating your assessment options, make sure the tool has been
validated for selection.
Mistake 2 – Choosing
an assessment before carefully analyzing the job
an assessment that will be useful for evaluating candidates you need to
know what is important to measure. If you are considering a
pre-employment assessment, start by carefully analyzing the job. When
you have determined what an employee needs in order to be successful you
can then look for assessments that measure those needs.
3 – Making hiring decisions based on what seems good,
rather than what is needed.
There can be a significant
difference between what you like and what is needed to do a job
effectively. It is the later that you need to focus on if you are to use
assessments effectively. While a sociable candidate might seem more
attractive, he/she might struggle with a job that does not involve
interpersonal contact. In a similar vein, someone with a high level of
flexibility might sound great, but if their job involves a lot of
standard procedures that must be followed he/she will be less effective.
4 – Exclusively relying on assessments
can provide useful information about a job candidate’s skills and
potential. However, they are only one source of information and should
be used in conjunction with other evaluation techniques including
interviews, reference checks, and work samples.
Reprinted with permission.
Psychometrics Canada provides assessment tools and consulting for the selection
and development of people. They are the Canadian distributor/trainer of Myers-Briggs
Tool. Follow them on Twitter – @PsychometricsCA