MIAMI LAKES – Much as a carpenter must select the right chisel to carve a head post, a hiring manager must carefully choose the right assessment tools to make a sound hiring decision. This two-part article will help you develop a functional hiring “toolbox.” Part one provides a brief overview of commonly used assessment tools. Part two (which we will feature in our next issue) will help you select the right assessment tools to make sound hiring decisions.
Qualifications Screens
These simple questionnaires determine if an applicant has the minimum requirements to perform a job (availability, minimum age, years of related experience, etc.).
Interviews
This is probably the most commonly used assessment tool, and may range from totally unstructured (unplanned) to completely structured (carefully designed beforehand). Not surprisingly, the structured interview is generally a more valid predictor of job performance. But regardless of which type you choose, the skill of the interviewer (ability to clarify responses and ask relevant follow-up questions) is critical to the effectiveness of this tool.
Job Simulations / Work-Sample Tests
These require the candidate to actually demonstrate or perform job tasks. Simulations may be conducted: as written tests, as role-playing exercises, on a computer, or even in real-life conditions. By design, they generally show a high degree of job-relatedness.
General Abilities Tests
These are used for entry-level jobs or for applicants without advanced degrees. They measure broad mental abilities such as reasoning, quantitative, verbal, and spatial abilities – skills fundamental to success in jobs where reading, computing, and communicating are required.
Specific Ability Tests
These test for distinct mental and physical abilities, such as typing speed, reading comprehension, strength, and mechanical aptitude. For example, physical endurance tests may be used for fire fighting or life guarding jobs.
Knowledge and Skills Tests
These determine how much an individual knows about a very specific, advanced subject area such as software programming or mortgage laws. Knowledge tests are similar to specific ability assessments, but examine more sophisticated skills. Licensing exams for psychologists and accountants are examples of knowledge tests required for employment in those fields. As a category, these tests are generally highly valid.
Talent Measures / Personality Inventories
Beyond skills, knowledge and abilities, job success also depends upon a candidate’s personal characteristics. Talent and personality assessments measure a candidate’s natural personal characteristics associated with success in certain positions. They measure characteristics like: leadership and management skills; problem-solving ability; motivation; self-confidence; and communication styles. These assessment tools are used to predict what a person can do (e.g., delegate effectively, accept change easily, handle stress well) and what a person will do (e.g., step-up as a leader, get along well with fellow workers).
Culture Fit Inventories
Questionnaires like these assess how well an applicant will fit into your corporate culture and work environment, to help ensure organizational commitment. They are similar to talent measures and personality inventories; however, culture fit inventories focus less on job performance and more on making the right match between company and candidate.
Bio-data Inventories
Standardized questionnaires such as these gather job-related biographical information (e.g., education, years of experience, and even hobbies).
Background Investigations
These inquiries gather information from outside sources, such as former employers and police records. Employment, criminal record, and reference checks all help employers avoid potentially catastrophic hires.
Integrity Tests
Overt integrity tests gauge a candidate’s attitudes toward, and involvement in, delinquent activities – namely theft. Some personality tests also contain questions designed to gauge a number of personality traits associated with: insubordination, excessive absenteeism, drug use, and disciplinary problems.
Drug Screens
These tests use a physical specimen from the candidate (hair, urine, etc.) to determine past drug or alcohol use. Employers use drug screens to prevent industrial accidents, work-related injuries, and excessive absenteeism. Drug screens are frequently used by companies where legal and safety requirements necessitate that employees be drug-free.
Medical Exams
These tests determine if a person can safely and sufficiently carry out all the requirements of a specific job. Employers using medical exams must comply with all provisions of The Americans with Disabilities Act, bearing these two important points in mind:
1. You may not administer a medical exam to a job applicant or ask questions related to disability prior to making a job offer.
2. Once you make a job offer to an applicant you may require a medical exam, as long as you require the exam of all individuals entering the same job category.
Part Two of “Your Hiring Toolbox” will explain the advantages and disadvantages of these assessment tools, and provide tips for selecting the right assessment tools for the job.
Special to South Florida Caribbean News by: Employment Resources Inc. (www.employmentresources.net)
