Assessment design affects the entire chain of sourcing, recruitment and development. A single mistake can result in the wrong people being hired or promoted. And vice versa: suitable applicants will drop out, or high potentials leave to work for other employers. But, above all, a weak assessment process will lack credibility. Resulting in hiring managers developing their ‘own’ processes.
Assessment design is a specialist trade. Our trade. We have many years of experience with various medium-sized and large organizations. Based on our design, customers collect HR data, recruit latent job seekers, make the right recruitment decisions, and, together with their employees, make justified career choices. Resulting in the best talent being matched with the right job.
This is and remains the number 1 design principle. It must be possible to measure psychometric tests or assessments in a robust way verifiably. The reliability and validity of your instruments need to be scientifically proven. Every time you apply an assessment, you make decisions regarding people.
This comes with great responsibility. Only high-value instruments lead to structured and high-value decisions. This does justice to your candidates and to your organization. Do you know the quality of your assessment instruments?
Which psychometric data do you need to collect and when? Over one day? Or spread over multiple assessment moments? It’s important to dose the need for psychometric data properly. Logistics issues, candidate experience, and funnel management play an important role.
A well-designed assessment or assessment process provides you with more and better candidates in the recruitment funnel. By offering instructive and relevant feedback, online and offline assessments can positively affect brand awareness and interest among active and passive job seekers.
Each process or part of a process in an assessment needs to be assessed against the applicable laws and regulations, such as GDPR (General Data Protection Regulation), anti-discrimination (mainly in the USA), and the professional code of the Dutch Association of Psychologists (NIP).
All the data you collect, process, weigh, interpret and score needs to have a logical relationship to each another. Ensuring that conclusions are based on correct data and the correct correlations.
Consistency
Each investment in attracting and retaining top talent leads to an ROI many times greater. According to large-scale research conducted by McKinsey, the difference in productivity between ‘average performers’ and ‘high performers’ is at least 50%.
In short, the benefits are a multiple of the assessment costs. Nevertheless, in assessment design, we consider the most cost-effective process possible. For example, by developing a stepped assessment program or advising on conducting assessments yourselves.
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