Whether used in the hiring process or for a performance review, accurate and effective assessments help hospitals gain and retain the best employees.
Here are eight different ways to evaluate an individual's job performance, as shared in the Select International white paper "Are All Assessments Alike?"
1. Structured interviews. An interview can serve as an assessment when questions are focused on competency-related matters and employee responses are evaluated with ratings. Structured interviews will pose the same questions to all candidates. Questions that ask candidates to explain a time they demonstrated a specific behavior are often most effective.
2. Biographical data. Through the use of biographical data questions — either included in an application or online assessment — employers can gain insight into a candidate's professional history. "Past behavior is the best predictor of future behavior," the white paper's authors write. For instance, an effective question to ask is how many times the candidate has been terminated from jobs within the past five years.
3. Personality inventories. An individual's personality traits have been found to predict their job performance across jobs and industries, according to the white paper. Personality can be measured through a series of personal belief statements that candidates rate to their agreement, such as "I enjoy being the leader of a group."
4. Situational judgment. Situational judgment assessments tell employers what candidates would do in certain scenarios. Employers can then rate responses on their effectiveness. A situational judgment question might be, "You're the leader of a group and one of your employees blatantly ignores a safety policy. What do you do?"
5. Simulations. A simulation lets employers see how candidates perform in a similar environment to the one in which they'd be working. These assessments can be helpful since many candidates haven't held a job similar to the one for which they're applying.
6. Cognitive ability. An individual's intelligence is highly related to their job performance, so it can be telling to measure a candidate's ability to learn. The white paper still recommends assessments that involve more than cognitive ability tests, though.
7. Motivational fit. After finding out if a candidate can do the job, employers should consider if they want to perform the job. Motivational assessments focus on questions that compare traits of the actual job to the candidate's desired job. For instance, employers might ask "What was your favorite job and why?" to see if there might be a motivational mismatch.
8. Technical knowledge. These assessments measure the specific knowledge or expertise candidates need to perform the specific job.
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Here are eight different ways to evaluate an individual's job performance, as shared in the Select International white paper "Are All Assessments Alike?"
1. Structured interviews. An interview can serve as an assessment when questions are focused on competency-related matters and employee responses are evaluated with ratings. Structured interviews will pose the same questions to all candidates. Questions that ask candidates to explain a time they demonstrated a specific behavior are often most effective.
2. Biographical data. Through the use of biographical data questions — either included in an application or online assessment — employers can gain insight into a candidate's professional history. "Past behavior is the best predictor of future behavior," the white paper's authors write. For instance, an effective question to ask is how many times the candidate has been terminated from jobs within the past five years.
3. Personality inventories. An individual's personality traits have been found to predict their job performance across jobs and industries, according to the white paper. Personality can be measured through a series of personal belief statements that candidates rate to their agreement, such as "I enjoy being the leader of a group."
4. Situational judgment. Situational judgment assessments tell employers what candidates would do in certain scenarios. Employers can then rate responses on their effectiveness. A situational judgment question might be, "You're the leader of a group and one of your employees blatantly ignores a safety policy. What do you do?"
5. Simulations. A simulation lets employers see how candidates perform in a similar environment to the one in which they'd be working. These assessments can be helpful since many candidates haven't held a job similar to the one for which they're applying.
6. Cognitive ability. An individual's intelligence is highly related to their job performance, so it can be telling to measure a candidate's ability to learn. The white paper still recommends assessments that involve more than cognitive ability tests, though.
7. Motivational fit. After finding out if a candidate can do the job, employers should consider if they want to perform the job. Motivational assessments focus on questions that compare traits of the actual job to the candidate's desired job. For instance, employers might ask "What was your favorite job and why?" to see if there might be a motivational mismatch.
8. Technical knowledge. These assessments measure the specific knowledge or expertise candidates need to perform the specific job.
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