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By Kristeen Bullwinkle & The Talent Gear Team | April 04, 2017
Assessments are becoming more widely used during the hiring process. Employers find them helpful and job seekers are learning to expect them. But there are some things organizations should keep in mind before choosing and using as assessment.
Assessments (including PXT Select™) should account for no more than one-third of a hiring decision.
All available information about a candidate should be taken into consideration before reaching a decision. Experience, references, specific skills and other evaluations should also be considered.
Make sure your assessment is validated.
Look for statements such as these that we have from the publisher of PXT Select: "PXT Select is validated with best practices in psychometrics making it appropriate to use as part of the candidate selection and placement process. PXT Select follows the U.S. Department of Labor guidelines. Therefore, you can feel confident using PXT Select results and report information without hesitation." You should be able to easily find a research report on the publishers or seller's website.
Be aware of legal implications.
There are legal implications of using assessments in the selection process. The hiring organization cannot use assessments in a manner that is discriminatory or in violation of Title VII of the Civil Rights Act of 1964 (Title VII), the Americans with Disabilities Act of 1990 (ADA), the Age Discrimination in Employment Act of 1967 (ADEA), or other relevant legislation. Additional information is available at http://www.eeoc.gov/policy/docs/factemployment_procedures.html
Know what's being measured and if it matches the job competencies.
What competencies are needed for the position? You need to know that the tool you use measures qualities that are actually job-related. The U.S. Department of Labor’s O*Net database can be a helpful source of tasks, skills, and knowledge associated with a job. PXT Select makes that easy with it's Performance Model Library. A Performance Model represents the range of cognitive ability and behavioral traits that are associated with success in a particular job.
Assessments can provide more than a job-fit scorecard.
For example, PXT Select is designed to give hiring managers confidence in their interview process, as the assessment also generates intuitive interview questions based on the candidates results. But aA good assessment can also be used during the onboarding process. Some assessments provide useful reports for the new employee's manager or team members. Or they might be helpful in selecting candidates for additional leadership development.
Assessments can reduce the cost of hiring if they help select employees who are a good fit for the job and for the organization. They can add to the cost of hiring if not used properly. They provide additional information about a candidate, but aren't a substitute for conducting interviews, checking references, and knowing what your organization needs.
Are you neglecting any of these steps? From identifying the need to selecting the right candidate from the pool.
Learn how PXT Select™ makes the very human decisions about hiring simpler and smarter.
PXT Select and its intuitive suite of reports helps fill the gap between the resume and the interview.
Why you can trust PXT Select™ for talent selection, hiring, and onboarding.