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Employment assessment factsheet Student details Name of the student Student ID Author note

Background Employment assessment is a pivotal element in the recruitment process to hire a workforce. The assessment provides the recruiters to get extremely critical insights regarding the capabilities, qualifications, and compatibility of the prospective candidates. Thus, they can implement fact and insights-based decision-making in the recruitment programmes to improve organizational sustainability and long-term success by selecting the best possible employee for a given position or role. Figure 1: Evaluation assessment (Source: Quigley, 2022)

Key Facts Purpose of Employment Assessment: ➢ Assessing Candidate Fitness: One of the most crucial purposes of conducting employment assessment is to measure how well a specific candidate will fit in a specific position within the organization. It uses metric and fact-based data to evaluate how aligned the candidate's experiences and skills are to those required by the job (Quigley, 2022). ➢ Predicting Job Performance: By conducting employment assessments, recruiters can gain an understanding of the future potential development of each candidate by assessing their PDT performance and experience. This predictive approach contributes to more informed hiring decisions. ➢ Identifying Development Areas: Employment assessments can enable the recruiters to effectively and accurately identify the areas of strengths and weaknesses for each candidate. This, on the one hand, enables them to evaluate how to develop strategies to benefit the organization from the strengths and develop a clear development roadmap to address the weaknesses (Draba, 2023). Types of Employment Assessments: ➢ Cognitive Assessments: Cognitive Assessments assess and evaluate the candidate's cognitive abilities. These cognitive abilities include the problem-solving, critical thinking, and decision-making skills of the candidates (Test Gorilla, 2023). This test enables the recruiters to evaluate how prepared a candidate is to handle complex tasks. ➢ Personality Assessments: Personality Assessments analyze and evaluate a candidate's personality characteristics. It especially focuses on assessing the candidates' interaction with colleagues, stress management competencies and team dynamics management skills. This particular assessment goes beyond the scope of individual competencies and measures their abilities from a more holistic perspective (Haynie, 2021). ➢ Skills and Aptitude Tests: The Skills and Aptitude Tests assess and evaluate each candidate's capabilities in particular areas of competencies. The areas include technical

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skills, language skills, logical reasoning or numerical reasoning and subject-specific knowledge and skills. ➢ Situational Judgment Tests (SJTs): The Situational Judgment Tests (SJTs) provide the candidates with specific and realistic scenarios (Tiffin, et al., 2020). This particular test assesses the candidates' ability to manage real-world situations and make effective decision-making processes. Figure 2: Employee Assessment (Source: Testify, 2023)

Benefits of Employment Assessments: ➢ Objective Decision-Making: The employment assessments enable the recruiters to gain data-based and factual insights regarding the candidates' skills and competencies (Testify, 2023). The fact-based insights enable them to be able to make better-informed decisions to align the requirements of a specific position for a specific organization to the most suitable candidates' competencies and skills. ➢ Time and Cost Efficiency: The employment assessment processes can conduct screening of a large number of applying candidates with effectiveness, accuracy and efficiency. Therefore, employment assessment is a highly cost and time way of making the best possible recruitment choices. ➢ Improved Retention: Aligning candidates with the required roles that also align their skills result in higher job satisfaction, lower turnover rates and higher retention rate. Common Challenges: ➢ Potential for Bias: Employment assessment has a potential risk of bias from the perspectives of gender, ethnicity, or other factors. ➢ Over-Reliance on Assessments: Employment assessment can create a sense of overreliance by the negligence of other aspects, such as cultural fit and interpersonal skills.

References Draba, N2023. Identifying Strengths and Using Them Effectively in Recruitment: A Comprehensive Guide. https://www.linkedin.com/pulse/identifying-strengths-using-them- effectively-guide-norbert-draba/ Haynie, S., 2021. Should Personality Assessments Be Used In Hiring?. https://www.forbes.com/sites/forbescoachescouncil/2021/06/03/should-personality-assessments- be-used-in-hiring/?sh=46409f8737c0 Quigley, J. 2022. How to Align Job Skills Training to Business Needs. https://www.accredible.com/blog/how-to-align-job-skills-training-to-business- needs#:~:text=Individual%20assessments%20identify%20whether%20the,a%20combination %20of%20the%20 methods . Test Gorilla, 2023. Cognitive ability employment tests: The ultimate guide. https://www.testgorilla.com/blog/cognitive-ability-tests/ Testify, 2023. What are employment assessments? https://testlify.com/what-are-the- employment-assessments/ Tiffin, P.A., Paton, L.W., O'Mara, D., MacCann, C., Lang, J.W. and Lievens, F., 2020. Situational judgment tests for selection: Traditional vs construct‐driven approaches. Medical Education, 54(2), pp.105-115.

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