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Ensuring an Effective Assessment Process

Ensuring an Effective Assessment Process

Agencies are encouraged to standardize and document the assessment process through the following steps:

  • Treat all individuals consistently. This is most easily accomplished by adopting a standardized assessment and decision-making process. "Standardizing" means making a process uniform to ensure the same information is collected on each individual and is used in a consistent manner in employment decisions.
  • Ensure the selection tool is based on an up-to-date job analysis and is supported by strong validity evidence. A validation study can verify applicants who score well on the selection device are more likely to do well on the job and contribute to organizational success. Agencies not familiar with validation research methodology are encouraged to consult a measurement expert.
  • To ensure applicants perceive the process as fair, agencies are encouraged to:
    1. Offer applicants a realistic job preview before the assessment process
    2. Discuss with applicants the rationale for using the selection device, as well as what it assesses and why these competencies are important to the job
    3. Provide applicants the opportunity to ask questions about the job and the selection process
    4. Treat individuals with respect, sensitivity, and impartiality during the process
    5. Provide feedback about all hiring decisions in a timely and courteous manner
    6. Elicit feedback from applicants (those selected and those not selected) on the selection process
  • Ensure all persons involved in the selection process (e.g., administrators, interviewers, assessors) understand their roles and responsibilities

(Information adapted from Gilliland, S.W., & Cherry, B., 2000). [6]


Sources of Additional Information


For a more in-depth introduction to personnel assessment practices, including measurement techniques and related considerations (e.g., reliability, validity, job analyses, and legal requirements), refer to Essentials of Personnel Assessment and Selection by Guion and Highhouse (2006). [7]

For a non-technical summary of the research literature on the value of commonly used assessment methods, see Selection Methods: A Guide to Implementing Formal Assessments to Build a High Quality Workforce (Pulakos, 2005). [8]

More information about designing and implementing a selection process can be found in Competency-based Recruitment and Selection: A Practical Guide by Wood and Payne (1998).[9]

[6] Gilliland, S. W., & Cherry, B. (2000). Managing customers of selection. In J. K. Kehoe (Ed.), Managing Selection in Changing Organizations (pp. 158-196). San Francisco: Jossey-Bass.

[7] Guion, R. M., & Highhouse, S. (2006). Essentials of Personnel Assessment and Selection. Mahwah, NJ: Lawrence Erlbaum Associates, Inc.

[8] Pulakos, E. D. (2005). Selection Methods: A Guide to Implementing Formal Assessments to Build a High Quality Workforce. Alexandria, VA: SHRM Foundation.

[9] Wood, R., & Payne, T. (1998). Competency-based Recruitment and Selection: A Practical Guide. Hoboken, NJ: Wiley.

 
 

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