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What is candidate assessment?
A candidate assessment is the process or framework that recruiters use to determine if an applicant is suitable for a given role. The candidate assessment process is developed in accordance with the requirements of the organization, and typically looks at cultural fit, skill competencies, behavioral and personality traits, education and experience.
objectives of candidate assessment?
Generally speaking, candidate assessments are designed to identify top quality applicants for the position, and test them to determine who is the ideal fit. To be effective, applicant assessment programs should:
- Enable unbiased hiring decisions
- Provide a fair candidate experience
- Make recruitment more efficient and cost effective
- Effectively identify the best hire in the applicant pool, and
- Enable recruiters to maintain a pipeline of qualified candidates
Different forms of assessment tests
Written Examination
Examinations are conducted to evaluate a person of his knowledge or ability. There are different types of examinations like qualifying or competitive exams. Competitive exams are conducted either to qualify a candidate for a particular course or to give entry into the institution. Competitive exams are also conducted for selecting a person for a job. Clearing a Competitive exam will help a person to enter into his dream college or institution or to pursue his dream job.
Generally, the written examination questions are designed on the topics of English Language and Communication, Mathematics, Analytical Ability/Logical Reasoning, General Knowledge, Short Hand Writing, and so on.
Assessment Center
An Assessment Center consists of a standardized evaluation of behavior based on multiple evaluations including: job-related simulations, interviews, and/or psychological tests. Job Simulations are used to evaluate candidates on behaviors relevant to the most critical aspects (or competencies) of the job.
Several trained observers and techniques are used. Judgments about behavior are made and recorded. These judgments are pooled in a meeting among the assessors or by an averaging process. In discussion among assessors, comprehensive accounts of behavior, often including ratings, are pooled. The discussion results in evaluations of the performance of the assessees on the dimensions or other variables.
Assessment Center Exercises
An Assessment Center can be defined as “a variety of testing techniques designed to allow candidates to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job” (Coleman, 1987).
Group Discussion
The leaderless group discussion is a type of assessment center exercise where groups of applicants meet as a group to discuss an actual job-related problem. As the meeting proceeds, the behavior of the candidates is observed to see how they interact and what leadership and communications skills each person displays (Schultz & Schultz, 1994).
Role Playing
Role playing is a type of assessment center exercise where the candidate assumes the role of the incumbent of the position and must deal with another person in a job- related situation. A trained role player is used and responds “in character” to the actions of the candidate. Performance is assessed by observing raters.
In-Basket Exercises
In a traditional in-basket exercise, candidates are given time to review the material and initiate in writing whatever actions they believe to be most appropriate in relation to each in-basket item. When time is called for the exercise, the in-basket materials and any notes, letters, memos, or other correspondence written by the candidate are collected for review by one or more assessors.
Psychometric Test
Psychometric tests are assessment tools used to objectively measure an individual’s personality traits, aptitude, intelligence, abilities and behavioral style. Psychometric assessments are widely used in career guidance and employment to match a person’s abilities and personality to a suitable career or role.
There are essentially three categories of psychometric tests: aptitude tests, skills tests and personality tests.
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