13 tips for using assessments and applications

November 13th, 2009

In honor of Friday the 13th, here are 13 Assessment and Application Principles. This list is here to help guide you when evaluating and selecting assessment tools and procedures. The goal is to get you the tools and processes that assist you in obtaining the right fit between jobs and employees.

Use assessment tools in a purposeful manner with a clear understanding of your reasons and goals, what you want to measure, and why.
Use the whole-person approach to assessment, using a variety of validated assessment instruments to gain the best employment-related information.
Use only assessment instruments that are unbiased and fair to all groups to select a qualified and diverse workforce.
Use only reliable (accurate, relevant and consistent) assessments and procedures.
Use only assessment procedures and instruments that have been demonstrated to be valid for the specific purpose for which they are being used.
Use assessment tools that are appropriate for the target population.
Use assessment instruments for which understandable and comprehensive documentation is available.
Ensure that administration staff are properly trained.
Ensure that testing conditions are suitable for all test takers.
Provide reasonable accommodation in the assessment process for people with disabilities.
Maintain security with regard to assessment instruments, forms, questionnaires, and the like.
Maintain confidentiality of assessment results. Results should only be shared with those who have a legitimate need to know and should not be released to other individuals or organizations without the informed consent of the participant.
Ensure that scores are interpreted properly.

The above is drawn from the main points of the U.S. Department of Labor’s Testing and Assessment: An Employer’s Guide to Good Practices – A guide to help managers and human resource (HR) professionals use appropriate and effective assessment practices.

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