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Staff Assessment

How do you know if an applicant is the right person for the job? Can he handle the work? If you don't want to rely solely on his resume and 'blue eyes', you can do an assessment. What exactly is that and how does it work? With an assessment you can test whether someone is suitable for a certain position within your company. You can use assessments during the application process,but also later - to estimate the development and potential of your staff.

Assessment, what is that?

An assessment is an extensive test or test. Often an assessment consists of a questionnaire and sometimes also an interview or a role play. The purpose of an assessment is to find out exactly what a person can do (capacity test). On the basis of an assessment you can determine whether someone fits a certain position. Now or in the future.

You have roughly two types of assessments, namely:

1. A selection assessment

You use a selection assessment as part of the application procedure. You test whether someone is suitable for a position. You check whether the results from the assessment match the job requirements. If you have multiple applicants do an assessment, you can use the results to make a selection. The function is the starting point.

2. Development assessment

The person is the starting point for a development assessment or career assessment. You use this assessment to see which functions would suit a (current) employee in the future. On the basis of such an assessment you can give the employee development advice. He can use it to focus on improving himself and growing within your company.

Keeping an assessment, how does it work?

You can engage an external agency or psychologist to take an assessment. You can also compile and conduct an assessment yourself. How? Use the following step-by-step plan. In this step-by-step plan, we assume a selection assessment, but it also largely applies to a development assessment.

Step 1. Determine the job requirements

Whether you are going to hold the assessment yourself or have it taken by another party, in both cases you must first have the criteria clear. The job requirements play the most important role. If you have already drawn up a job profile,you can use it nicely as a basis. Determine as accurately as possible which qualities are required for the position. What should someone be able to do for this position? And what is desirable? Make a concrete list of job requirements that you want to test.

Step 2. Determine the content of the assessment

The intelligence (IQ) is tested in most assessments. Questions are asked to see if someone has a correct understanding of language (words), mathematics (numbers) and spatial insight (figures). Language looks at whether someone understands instructions and reacts logically. Mathematics is about calculating and making connections between numbers. Spatial insight examines whether someone can properly assess objects and spaces and can reason the design. The latter is, for example, necessary for technical professions.

So choose which parts are important within the position you have in mind. Based on this, you can already determine where the main focus should be in the result of the IQ test.

If you choose a specific questionnaire, an interview, assignment or role play, you must carefully consider what you want to know exactly and how you can measure this conveniently. There are many online tools (websites) available to compile a smart questionnaire, quiz or test and then see the results (score).

Tip

If you opt for an online assessment or an existing questionnaire, check whether it has a 'quality mark' from. This way you can see if the test is reliable.

Step 3. Determine the form of the assessment

For example, you can choose a standard IQ test or a specific questionnaire. In addition, you can also hold an interview or do a role play. Which form you choose depends mainly on what you want to know exactly. You can test someone purely for their capacity (is he suitable for the position?). Then a standard IQ test may suffice. If you also want to test his personality (it fits the corporate culture) ?) You can extend the assessment with a specific questionnaire, an interview, assignment, or role play.

Step 4. Conduct the assessment

How an assessment will take place depends entirely on the form you have chosen. If it's only an online questionnaire or test, the candidate can complete and submit it at any location. When it comes to a conversation, determine who can best hold this conversation. Perhaps you can do this in collaboration with an assessment specialist or psychologist.

If you are going to ask questions yourself, try to be as specific as possible so that there is no misunderstanding about the result afterwards. Also be careful not to ask forbidden questions during an interview with an applicant. Questions that can lead to discrimination,such as the question of a possible pregnancy or desire to have children, are prohibited. As an employer, you are also not allowed to ask about health or absenteeism at a previous employer.

Also, try not to make the assessment unnecessarily long or complicated, as this could discourage a candidate and negatively influence his results.

Step 5. Make the decision

Analyze the results from the assessment. You have determined in advance which criteria were important. If you have opted for an online assessment, you can easily view the results and link them to those criteria. You simply see who has scored the highest in the areas that really matter to the position. Based on this you can assign a score (score). You may want to combine that score with your findings from the job interview and CV the candidate. Based on the total picture, you can now make a weighted decision.

Step 6. Feedback call

All persons who have done an assessment are entitled to a discussion about the results. Even those who scored poorly. For this interview, send the result (the report) to the applicant. Explain the results in the interview and give the candidate the opportunity to ask questions. If possible, also give advice to the applicant for his development and make clear whether there are opportunities within your company at the moment or in the future based on his assessment.

Use assessment successfully

If you use an assessment in the right way, this can be an ideal means to recognize and retain a good employee for your company. You no longer have to judge based on your own human knowledge, but you can now also scientifically substantiate your choices. That is not a superfluous luxury in SMEs. This is how you can turn entrepreneurship with staff into a success.

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