{"id":36,"date":"2006-05-18T10:03:29","date_gmt":"2006-05-18T15:03:29","guid":{"rendered":"http:\/\/selectmetrix.com\/blogs\/?p=36"},"modified":"2006-05-18T10:03:29","modified_gmt":"2006-05-18T15:03:29","slug":"in-support-of-assessments","status":"publish","type":"post","link":"https:\/\/selectmetrix.com\/blogs\/2006\/05\/in-support-of-assessments\/","title":{"rendered":"In Support of Assessments"},"content":{"rendered":"<p>I read <a href=\"http:\/\/www.forbes.com\/work\/2006\/05\/15\/work-testing-job-cx_sr_0516hiringtest.html\" target=\"_blank\">Perfect Score = Perfect Job?<\/a> a few days ago on Forbes.com and am catching up to comment on it now.  It is a good read with many excellent points in support of assessments.  <a href=\"http:\/\/selectmetrix.com\/blogs\/?p=34\" target=\"_blank\">I previously posted<\/a> about an article that discussed the ability of candidates to refuse to take the assessments.  This article goes a long ways in articulating the purpose and results of effective, validated assessments.<\/p>\n<blockquote><p>&#8230;the process benefits both sides by matching the employer&#8217;s needs with the candidate&#8217;s skills and interests.<\/p><\/blockquote>\n<p>To put a sharper point on it, assessments measure the candidate&#8217;s skills, aptitudes, style and motivations to the specific needs of the position for which they are applying.  Again, I cannot understand why a candidate would not want to discover if their abilities are a strong fit for this position.  A desire to avoid that discovery seems quite disingenuous to me.<\/p>\n<p>The article descends into a theoretical discussion due to the misguided focus on one particular word:<\/p>\n<blockquote><p>But this raises a few basic questions:  What is <strong>personality<\/strong>?  Can it be measured?  If so, can it be reduced to a score?  Does personality relate to job performance?  If so, how?<\/p>\n<p>The short answer is:  Who knows?  But many employers find such testing helpful and use it as one part of the hiring process. <\/p><\/blockquote>\n<p>Assessments that focus solely upon personality are quite limited in their results.  Our focus is directed towards communication which speaks to personality in a limited scope.  However, no one will argue that communication is <em>not<\/em> important in the workplace.  Communication style does relate directly to job performance.  We measure a candidate&#8217;s communication style but weight it as the least of our different assessments (<a href=\"http:\/\/www.selectmetrix.com\/Assessing_Main.html\" target=\"_blank\">hence its placement above the water line in our assessment graphic<\/a>).<\/p>\n","protected":false},"excerpt":{"rendered":"<p>I read Perfect Score = Perfect Job? a few days ago on Forbes.com and am catching up to comment on it now. It is a good read with many excellent points in support of assessments. I previously posted about an article that discussed the ability of candidates to refuse to take the assessments. This article goes a long ways in articulating the purpose and results of effective, validated assessments. &#8230;the process benefits both sides by matching the employer&#8217;s needs with the candidate&#8217;s skills and interests. To put a sharper point on it, assessments measure the candidate&#8217;s skills, aptitudes, style and motivations to the specific needs of the position for which&hellip; <a class=\"read-more\" href=\"https:\/\/selectmetrix.com\/blogs\/2006\/05\/in-support-of-assessments\/\">Read More<\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"bgseo_title":"","bgseo_description":"","bgseo_robots_index":"","bgseo_robots_follow":"","jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false},"version":2}},"categories":[6,2],"tags":[],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-A","jetpack-related-posts":[],"_links":{"self":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/36"}],"collection":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=36"}],"version-history":[{"count":0,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/36\/revisions"}],"wp:attachment":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=36"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=36"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=36"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}<!-- WP Super Cache is installed but broken. 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