Assessment Design – Building the Tools to Select the Best
How do you want to assess people?
Interviews? Psychometrics? Case study presentations and a full assessment centre? All options are on the table, it’s a case of working out what is most realistic for your candidates, timescales, budget and resources.
And your assessment could be for selection or development purposes: this could be for external hires to your business, selecting people for promotions, talent programmes or purely for personal development. The key is to use clear, fair and objective measures to assess individuals, so that accurate reports and feedback can be produced.
Traditionally an interview is used to work out whether someone is the right person for a job. Using that alone can leave you open to a host of factors that might stop you from making the right decision – for example, is it just because you like them? Are they just good at interviews? Being aware of the issues with bias is critical to building your assessment process and materials.
We initially spend time understanding the role so we can understand the factors that are critical for success. This helps us to identify and design the most appropriate assessment tools.
We can provide trained, experienced assessors to support you on centres and interviews if that would help. Or more often we’re asked to provide assessor training to help organisations deliver their selection processes in-house.
We’re also asked to take existing assessment processes and work out how to make them better, more suitable for a shorter centre, or more feasible for a 1:1 scenario. There are so many ways we can help, give us a call to have a chat through what you have and what you’re looking for.
