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Assessment design

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’ experience with various medium-sized and large organisations. Based on our design, customers collect HR data, recruit among latent jobseekers, 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.

Assessment design involves 4 process steps and 5 design principles. The 4 process steps are:

1.
Determining
data

  • What evidence are you looking for? What data do you need?
  • Tasks, critical incidents, competencies and their logical connections
  • Short-term (position)
  • Long-term (career)

2.
Determining programme

  • How
  • With what tools
  • With which people
  • In what order will we collect data
  • Determining score model

3.
Collecting
data

  • Web
  • CV
  • Referral
  • References
  • Online test and questionnaires
  • Interviews
  • Games
  • Role play
  • More ...

4.
Adding up
data

  • Link data to desired evidence
  • Possible to interpret the data
  • Determine final score
  • Indicate risks in the case of deviations
  • Conclude, with translation to necessary data

Consistency

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These process steps have been designed based on 5 design principles:

Proven psychometric quality

This is and remains the number 1 design principle. It must be possible to verifiably measure psychometric tests or assessments in a robust way. 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 organisation. Do you know the quality of your assessment instruments?

Consistent

All the data you collect, process, weight, interpret and score needs to have a logical relationship to each another. Ensuring that conclusions are based on correct data and the correct correlations.

Right data at the right time

Which psychometric data do you need to collect 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 in this.

Supporting Employer Branding

A well-designed assessment or assessment process provides you with more and better candidates in the recruitment funnel. By offering instructive and relevant feedback, both online and offline assessments can positively affect brand awareness and interest among active and passive jobseekers.

Legal

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).

What about the costs?

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%.

And this increases spectacularly as the complexity of the job increases. That’s significantly more than the cost of the assessment. The quality of hire is much more important than the cost of hire.