At every step of life, assessment is the part of life. When you are a student, you are assessed on your entire years’ performance and got your result. As soon as you get prepared to step into the professional world, the assessment will take a new turn. You will be interviewed, tested on your specialization, scanned whether you are suitable for the profile or not and then only you get the job.
Basically, an assessment is kind of diagnosis. Yes, it is done to measure the behaviour, attitude, motivators and competencies. The employers of the different organisation will assess you, based on the assessment tools. These tools comprise of various procedures and instruments. Today, advanced scientific methods have been used to develop and design these assessment tools. Here are the steps to follow-
The first step is to develop candidates to be assessed in mind. Not one tool is suitable for every situation as situations vary. Make sure the procedures and instruments you are using for different situations suit it well along with the candidate’s skill they are tested of.
You have to set benchmarks. This is very important to evaluate the level of performance. Basically, the benchmark is the standard that is necessary to set so that evaluation of candidates becomes easy. Make a list of attributes, competencies and factors that you want to evaluate the candidates. While setting benchmarks, you should make it operational so that you can bring changes according to the situation. Thus, you can make real improvements after assessment.
Here, you need to establish methods, to sum up evidence. You should develop assessment tools which are effective to assess the behavioural, cognitive and statistical outputs. Design the tools in a way so that they are effective enough to evaluate the behaviour, competencies, skills and attributes. Such tools should include SWOT analysis, comprehensive questionnaires, and diagnostic models.
This is the step where you need to adhere to the principles of assessments-
- Validity- Here, the gathered evidence are supported.
- Reliability- Consistency of the tools that are used for one set of candidates that you can use for another set to evaluate their potentiality.
- Flexibility- Provide enough time to the candidates to know the terms of assessments.
- Fairness- There must not be any criteria that create discrimination from one set to another.
This is the final step where an effective method should be created for the assessment and evaluation of the outcomes against the benchmark. Based on the purpose of the assessment, there are three methods of evaluation-
These are certain steps, followed by the educational societies, organisations and institutions, to assess the candidates. It is very important to assess candidates before having them employed by a company. Every companies and organization use the tools according to the setup of your company and the potential candidates you are going to interview. These tools and strategies can be changed according to the candidates and the setup of your company.