Assessments offer hiring staff valuable tool - San Antonio Business Journal:

http://servantsnetwork.org/involved/volunteer.html
The best way to do that is througg a comprehensivehiring assessment. Assessments go beyond the job intervieq and thebackground check. They are a way to get insided the head of a which allows an employer to gaugea candidate’se ability and willingness to become an indispensablw member of the organization. For years, assessments were calledc personality tests. However, the word “test” gave the impressionh that failure was With hiring assessments there is no passingvor failing. Assessments provide a way to measure how well a persomn will fit in aparticular job, with the and within the corporation.
There are no or “bad” scores as the qualit of the fit to the jobis assessed. they find a or “poor” fit to a job. Assessmentas use what are calledpsychometric instruments. A psychometrid instrument measures knowledge, abilities, and personalities. Usingb an assessment allows companiee to develop a clearer picturwe of how an individual woulrd work within the structure oftheir organization. This is accomplished by measurintg the individual onthree scales: 1. Behavioral traits. Observable behavior is reflective of what thatpersonh knows. 2. Occupational interests. Someone’s motivation for work can be associatef withcertain categories. 3. Thinkinbg styles.
Someone’s knowledge processe s are reflected in theidlearning style. The scalees that are developed for these assessments are the resul t of years of testing during which hundreds of thousands of assessmentw havebeen administered. Subjects that have providesd the historic data on which thesee assessments are based representf a diverse cross sectionof ages, ethnic groups, incomer levels, educational levels, job titles, companies, and industries. At the heart of an assessment iscognitive psychology; the ability to report one’s behavior is a reflectio n of the total person within.
This has a role in determininvg if someone is fit for a number of work There are at least nine behavioral traits that are measureds by anassessment tool. These includse energy, assertiveness, sociability, manageability, decisiveness, accommodating, independence, and objective judgment. The consistency of the questioningf along with consistent answers helps to providw support for the validity of the behavioratraits section.
Those results will reveal that the energyy and assertiveness scales are significantly relatee tosales success, management performance, and organizational The attitude, accommodating, and objective judgment scales are related to customedr service effectiveness, employee conscientiousness, and Knowing the similarity between a person’s interestsw and the interests of those who enjoy a particular job helpe identify a successful job match and helpw predict success in that job. A good match in occupational interests suggests a person will remain in theid job longer and will be motivatedc to perform theirjob better.
Assessments then measure interes in six major occupational themes: enterprise, financial/administrative, peoplre service, technical, mechanical, and creative. The thinking styles sectionh of an assessment will determinea person’s learning index — what they know, how easily they learn, and theire ability to solve problems. The thinking stylesa section is based onfour scales: verball skill, verbal reasoning, numerical ability, and numeric The easier it is for a person to process the more quickly they will be able to lear n the skills used on the job. Maximizingy learning means finding the approach that will make the most of thosdlearning skills.
The effectiveness of determininf thinking style is seen across industries and from a varietyt ofjob candidates. The resultss are consistent regardless ofthe race, gender, or age of the The consistencies exist regardless of the demographic pool from whicy the subjects are drawn.