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Assessment exams are designed to gauge if a person is a perfect fit for the job or not. Exams started way back in imperial China as a measure of a civil servant’s capability to serve at certain positions in the government. Since then, tests and examinations have become integrated in our society in the education, government, and military sectors.
Such is the impact of this piece of paper that people’s lives can literally change because of these. Because of this, these types of exams which involve employment should be carefully crafted and made to truly measure their capabilities and competencies in the workplace.
Need for Assessment Exams
This brings the question, how is it that tests can measure the capabilities of a person in a workplace? You might wonder, why not just let people work and observe them on how they do things so that it would be fair for everyone? The answer is simply time. Doing that is time-consuming, and most people who pass these assessment tests fail the probationary period as well. That’s fine if there are only a few people who are in probation, but if there were no tests, then companies would literally overflow with “unfiltered” people without the right competencies. That would also mean a waste of financial investment, no matter how harsh it sounds.
Improvements in Conducting Assessment Exams
Still, we can’t discount that exams are manmade constructs. What is our assurance? It was actually time. The way we do exams improved overtime. Sure, in the education sector, exams are highly technical and knowledge-based, but assessment exams for employment are actually more on the practical and “common sense” side.
Assessment Exams for Employment
Assessment exams which deal with employment deal with traits, skills, talents, and core in general. Most of it is done online and it’s highly digital in nature. Almost all reputable companies in the world do this as a pre-employment measure in order to filter out people who would be deserving of their employment in the said company.
There is a certain assessment strategy that goes with assessment exams. This strategy is a surefire way of determining if someone is truly capable and competent for the position that they are applying on.
Let’s start with personality traits. An individual’s personality, thoughts, behaviours, cognition, and emotions are tested in an assessment exam. This is to make sure that future employees are grounded in their own selves rather than being reckless individuals who just go happy-go-lucky.
Then, there comes behavioural traits. Testing this is necessary to check how they will respond to certain task-related situations. This can enable you to have a glimpse on their future performance as an employee.
Of course, with every exam, the cognitive ability is always there to stay. While we mentioned that these types of exams focuses on the essential needs of employment, reasoning and problem-solving tests are still needed to be gauged so that we can see if the candidate is the perfect fit for the job. A slow learner can hamper the team’s progress after all.
Other Factors for Employability
Other things that the assessment exam can include are role-based knowledge, technical competence, communication skills, and others.
Treat every assessment exam as an evaluation of proper candidates. The goal of assessment exams is to have performance-driven, result-oriented individuals who have a high degree of cultural fitment, trainability, and technical skills.
As is with moral obligations, let us not forget that assessment exams are only there for skilling and assessment, and not judgment. We’re only looking at evaluating a person’s employability. That’s all.
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