Employers can effectively use pre-employment assessments USA to measure job-relevant skills and abilities of applicants. These talent assessment tools can help employers identify and select high performers which will improve an organization’s overall performance. Here are several principles to make effective use of pre-employment assessments USA:

Use pre-employment assessments in a purposeful manner.

Employers need to be clear about what they want to accomplish with the pre-employment assessment. Your assessment strategies should be based on the kind of employment decisions to be made.

Use the whole-person approach to pre-employment assessment.

Using a variety of assessments to measure skills, abilities, and other job- relevant characteristics provides you with a solid information base upon which to make important employment-related decisions.

Use pre-employment assessments that are fair to all groups.

Using unbiased and fair pre-employment assessments will help you select a qualified and diverse workforce. Employers need to conduct a review of the fairness evidence provided in the test’s manual.

Use reliable pre-employment assessments.

A reliable assessment will provide consistent scores. Test manuals will usually provide a reliability coefficient, giving you an indication of the test’s reliability. The higher the reliability coefficient, the more confidence you can have that the score is accurate. Here are some general guidelines for interpreting reliability coefficients:

  • 90 or higher - excellent
  • 80 to .89 - good
  • 70 to .79 - adequate
  • 69 or lower - may have limited usefulness
Use pre-employment assessments that have a proven validity for the specific purpose for which they are being used.

Validity is the most important issue in selecting pre-employment assessments. Construct validity is the degree to which a test measures what it claims, or purports, to be measuring. Predictive validity is the extent to which a score on a scale or test predicts scores on some criterion measure like supervisor performance ratings, sales performance or tenure. The test manual usually provides a validity coefficient that will show the assessment’s validity for a specific purpose. Here are some general guidelines for interpreting validity coefficients:

  • 35 or higher - very useful
  • 21 to .34 - likely to be useful
  • 12 to .20 - depends on circumstances
  • 11 or lower - unlikely to be useful

Use pre-employment assessments that are appropriate for the target population.

A pre-employment assessment tool is usually developed for use with a specific job group. It may not be valid for other job groups. The skills and abilities required for two different jobs may be very different. The test manual will describe the group or groups the test was designed to assess.

Use pre-employment assessments that have comprehensive documentation provided about the development of the assessment.

Are the instructions for administration and interpretation understandable? Is the information sufficiently comprehensive to evaluate the suitability of the assessment for your needs and purposes? Test manuals typically provide information about both the development and the psychometric characteristics of the assessment.

Provide reasonable accommodations in the assessment process for people with disabilities

To ensure that qualified individuals with disabilities have an equal chance to demonstrate their potential, accommodations in the assessment process may be necessary. Under ADA, reasonable accommodation may involve ensuring physical accessibility to the assessment site, modifying the testing process, or providing qualified assistance to the test taker. If reasonable accommodations cannot be made, consider using alternative assessment strategies.

Maintain assessment security

All test materials used in the assessment process must be kept secure. Keep testing materials in locked cabinets and limit access to those materials to the staff involved in the assessment process.

Maintain confidentiality of assessment results

Assessment results are highly personal. Employers must respect the test taker’s right to confidentiality. Assessment results should only be shared with those who have a legitimate need to know. Personal information should not be released to other organizations or individuals without the informed consent of the test taker.

Ensure that assessment scores are interpreted properly

Assessments are used to make inferences about people’s characteristics, abilities, and future performance. The test manual typically provides instructions on how to properly interpret test results.

Using valid and reliable pre-employment assessments USA will ensure that the information collected is accurate resulting in a better Quality of Hire.

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