In-depth review: Using the Evaluation Center to Assess Comprehensive Competencies (Second Edition)

Author: (English) Tully, (English) Wood
Publisher:
Publishing Time: Not available
Features: The assumption behind the use of ability tests in personnel selection is that there are stable differences among candidates, these differences are job-related, can be measured accurately, and are valuable to employers. Therefore, the ability tests used in assessment centers are specifically designed to evaluate the level of excellence people demonstrate when performing specific tasks. You can expect to undergo one or a series of tests that provide objective information to evaluators about what you can do, i.e., your ability. Commonly used ability tests include mathematical and verbal reasoning skills tests. Additionally, there are tests to assess critical thinking, problem-solving, professional skills, and spatial reasoning. Any cognitive tests used in assessment centers are carefully selected to provide information about the skills and abilities you possess that are relevant to the position, training opportunities, or educational courses. This information is considered alongside the results of other evaluation activities to make the final selection. For you, as a candidate, this is part of the beauty of extended evaluation activities and the assessment center—the outcome is not solely determined by your performance in one evaluation task. It is important to keep this in mind, especially if you are finding a particular activity challenging. Overall, almost all recruiters use some form of ability test in assessment centers to measure candidates' ability. The choice of test is related to the abilities required for the position, training opportunities, or educational courses. Chapter 4 will provide more detailed guidance.
Personality Questionnaire
A personality questionnaire, sometimes referred to as a "scale," is used to measure individual characteristics or "traits," such as your work motivation or how you handle your emotions. For the latter, you may be asked to complete an emotional intelligence questionnaire or emotional intelligence scale. Future employers may be interested in the information provided by personality questionnaires because they provide a basis for predicting how your personality will influence your future performance. For example, knowing that you are calm and quick-thinking in specific workplace situations, or that you have the ability to adapt to their organizational culture, is very important to them. Therefore, the information obtained from personality questionnaires, along with the information from ability tests and other forms of evaluation, is used to select the most suitable person for the position or the one who can benefit the most from future training or educational courses. The following are some common characteristics of personality questionnaires or scales used in extended evaluation activities and assessment centers:
● They often begin with one or two sample questions to tell you what the questionnaire contains and how to proceed;
● While time pressure is not as critical as in ability tests, you are usually still required to complete them within a fixed time;
● Unlike ability tests, there are no right or wrong answers, and you are typically asked to rate yourself on a five-point scale;
● Some tests include items that examine whether your responses are truthful and consistent to determine if you are giving yourself a misleading impression.
● They may be in paper-and-pencil format or require completion online, which is a growing trend, similar to ability tests;
● Your answers are used to construct an individual's personality or emotional intelligence profile.