Good assessments always begin with the specifications of clear, measurable, and specific objectives. Assessments are created to measure candidate's skills, knowledge, and command on the respective domains.
We have listed down some of the Best Assessment Creation Practices that will help you in creating perfect assessments while enhancing candidate experience at the same time.
1. Fun & Quick Assessments
Assessments, though are a tool to assess candidate’s skill should not be laborious and boring. Compact assessments with a dash of fun are always well received by candidates. Cognitive effort is a limited resource and more often than not, pre-employment assessments are all about applying your cognitive ability to the fullest. In these circumstances, the quality and length of assessments play an important role. An assessment of 15 minutes with 10 MCQs (Multiple Choice Questions) is likely to have a high ratio of attempts by candidates rather than an assessment of 60 minutes with 100 MCQs. An assessment with a balanced question to time ratio augurs well for the candidate attempting it.
2. Equal Employment Opportunities Guidelines (EEOC)
Many countries have made it mandatory for organizations to follow Employment Guidelines that disallow discrimination of any kind. In USA, the EEOC is responsible to enforce federal laws that makes it illegal to discriminate against a job applicant. Assessments should thus be made taking into consideration the EEOC guidelines whereas a candidate with a disability should also get an equal opportunity to attempt the test.
3. Types of Questions
a. What questions measure factual knowledge and often have reasonably simple, straightforward answers.
E.G What are the similarities and differences between Roman gladiatorial games and modern football?
b. How questions often require the candidates to analyze, evaluate or synthesize a knowledge base and then predict different approach or outcome.
E.G Jack is being considered for a leadership role and he ends up coming late for an extremely important meeting. As his superior, you have to confront him? How will your approach be?
c. Why questions showcase the evaluative trait of the candidate’s and often requires them to employ multiple cognitive abilities to arrive at the answer.
E.G Why are surveys a good method of obtaining data?
Questions that stimulate the How aspect of the candidate’s answer are beneficial to both the employers as well as job applicants/employees. This gives the candidate the opportunity to express their thoughts and the employers to analyze them.
4. Candidate Engagement
Additionally our customer success team can always assist you in creating the right assessments. Write to us at firstname.lastname@example.org