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I completely agree that different types of assessments are used in conjunction with one another to cover different aspects of suitability from the technical side to personal alignment with role and org.
The most valid way to assess is to use combined assessments. Cognitive, Structured interview and behaviour. One of our psych team members at Testgrid shared the most recent study on validity with us last week. I could connect you for an explanation if you like. Amy.wilson@testgrid.com
It the realms of Software, Naval, and Offshore engineering I found that the assessments are focussed on pure funtional aspects (can they do the technical aspect of the job) + can they communicate on ‘paper’.
The personal/behavioural aspects are tested in a ‘debrief’
yes, I think clear case on coding side for functional assessments. I think hiring managers / recruiters for other functions would love to do the same but struggle to create assessments which would simulate the work, and hence go to other types of assessments, almost begrudgingly
@Hung lee
The only test which is a reliable predictor for future succes in a job is intelligence tests.
Is this what you mean by cognitive test?
I completely agree that different types of assessments are used in conjunction with one another to cover different aspects of suitability from the technical side to personal alignment with role and org.
The most valid way to assess is to use combined assessments. Cognitive, Structured interview and behaviour. One of our psych team members at Testgrid shared the most recent study on validity with us last week. I could connect you for an explanation if you like. Amy.wilson@testgrid.com
Internships are an assessment on multiple levels you mention above. So needed to add that one
It the realms of Software, Naval, and Offshore engineering I found that the assessments are focussed on pure funtional aspects (can they do the technical aspect of the job) + can they communicate on ‘paper’.
The personal/behavioural aspects are tested in a ‘debrief’
yes, I think clear case on coding side for functional assessments. I think hiring managers / recruiters for other functions would love to do the same but struggle to create assessments which would simulate the work, and hence go to other types of assessments, almost begrudgingly
To be fair, there is a reason I mentioned Naval and Offshore engineering. I’m pretty sure this can be done for approx 70% of all roles out there:
An assessment focussed on pure functional aspects.
It’s not just the technical roles. I did them for project managers, managers, and other roles.
Typically you can use the approach:
- show them a use ase with some mistakes, or a less great approach
- ask them what needs to be fixed, why that is the case, and what they would do differentlyz
- debrief with the candidate to understand why they made the choices.
This can be done for finance, legal, medical, almost anything