Beyond Recall : Taking Competency Assessments to the Next Level

A pyramid showing create evaluate analyze apply understand remember / recall

John KleemanPosted by John Kleeman

I’d like to share details about a webinar we are running next Tuesday, April 30th  on how to improve your assessments. You can register for the webinar here.

A lot of assessments focus on testing knowledge or facts. Questions that ask for recall of facts do have some value. They check someone’s knowledge and they help reduce the forgetting curve for new knowledge learned.

But for most jobs, knowledge is only a small part of the job requirements. As well as remembering or recalling information, people need to understand, apply, analyze, evaluate and create as shown in Bloom’s revised taxonomy right. Most real world jobs require many levels of the taxonomy, and if your assessments focus only on recalling knowledge, they may well not test job competence validly.

Evaluating includes exercising judgement, and using judgement is a critical factor in competence required in a lot of job roles. But a lot of assessments don’t assess judgement, and this webinar will explain how you can do this.

There are many approaches to creating assessments that do more than test recall, including:

  • You can write objective questions which test understanding and application of knowledge, or analysis of situations. For example you can present questions within real-life scenarios which require understanding a real-life situation and working out how to apply knowledge and skills to answer it. It’s sometimes useful to use media such as videos to also make the question closer to the performance environment.
  • You can use observational assessments, which allow an observer to watch someone perform a task and grade their performance. This allows assessment of practical skills as well as higher level cognitive ones.
  • You can use simulations which assess performance within a controlled environment closer to the real performance environment
  • You can set up role-playing assessments, which are useful for customer service or other skills which need interpersonal skills
  • You can assess people’s actual job performance, using 360 degree assessments or performance appraisal.

In our webinar, we will give an overview of these methods but will focus on a method which has always been used in pre-employment but which is increasingly being used in post-hire training, certification and compliance testing. This method is Situational Judgement Assessments – which are questions carefully written to assess someone’s ability to exercise judgement within the domain of their job role.

It’s not just CEOs who need to exercise judgment and make decisions, almost every job requires an element of judgement. Many costly errors in organizations are caused by a failure of judgement. Even if people have appropriate skill, experience and knowledge, they need to use judgement to apply it successfully, otherwise failures occur or successful outcomes are missed.

Situational Judgment Assessments (SJAs) present a dilemma to the participant (using text or video)  and ask them to choose options in response. The dilemma needs to be one that is relevant to the job, i.e. one where using judgement is clearly linked to a needed domain of knowledge, skill or competency in the job role. And the scoring needs to be based on subject matter experts alignment that the judgement is the correct one to make.

Context is defined (text or video); Dilemma that needs judgment; The participant chooses from options; A score or evaluation is made

 

 

Situational Judgement Assessments can be a valid and reliable way of measuring judgement and can be presented in a standalone assessment or combined with other kinds of questions. If you’re interested in learning more, come to our webinar next Tuesday April 30th. You can register here and I look forward to seeing some of you there.

7 ways assessments can save you money and protect your reputation [Compliance webinar]

Julie ProfilePosted by Julie Delazyn

Last week, illegal banking practices cost Wells Fargo, one of America’s largest banks, $185 million in fines. Regulators have called the scandal “outrageous” and stated that the widespread nature of the illegal behavior shows the bank lacked the necessary controls and oversight of its employees.

Educating and monitoring employee understanding of proper practices is vital for regulatory compliance.  How do you ensure your workers are compliant with the rules and regulations in your industry? How do you prove that employee training is understood?

Register today for the FREE webinar: 7 Ways Assessments Fortify Compliance

The webinar will examine real-world examples of how assessments are used to strengthen compliance programs. It will also provide tips for developing valid, reliable assessments.

How to transform recruitment and hiring with online testing

Julie Profile

Posted by Julie Delazyn

Did you know that 80 percent of employee turnover is a result of poor hiring practices? With turnover costs as high as $20,000 per exiting employee, improving the screening and testing process is a priority for every HR professional.

Online testing is making the hiring process easier and more effective. In this webinar,  “How to transform recruitment and hiring with online testing,” we’ll also share best practices and a case study from Canada Post Corporation.

Glen Budgell_large

Dr. Glen Budgell, PhD and senior strategic HR advisor at Human Resource Systems Group (HRSG)

 Join us on June 14 at 12:00 p.m. EDT. Click here to reserve your spot!

The webinar is designed to give you an up-close look at the latest assessment technologies. To learn more, I spoke to Dr. Glen Budgell, PhD and senior strategic HR advisor at Human Resource Systems Group (HRSG), who will be leading the session. Glen has over thirty years of experience managing the promotion, development and delivery of consulting services in the area of assessment and testing.

Here is a snippet from my conversation with Glen:

How can online testing transform recruitment and hiring?

Online testing has transformed the recruitment and hiring landscape in many ways. The days in which employers were limited to local talent is over: online tests can be administered at the click of a button to job candidates in remote regions, thereby increasing both the diversity of the talent pool and the inclusiveness of the work place. Standardized testing (whether paper-pencil or computer-based) provides job candidates with a sense of fairness in the hiring process.  When you combine this sense of fairness with an innovative online test that is both job relevant and engaging, you really “wow!” the job candidate, and that is one of our goals at HRSG: to wow our clients and their job candidates with innovative employment tests.

Online testing platforms such as Questionmark provide employers and firms like HRSG the tools to efficiently develop and deliver assessments. At HRSG, we use Questionmark to develop employment tests for our clients so that they can identify the right talent faster, and at a lower cost.

What are some best practices that are important to developing a strong assessment process?

Traditional testing best practices are always relevant, and we strongly urge our clients to conduct the required job/task analysis before choosing or building an employment test. In addition, and especially if the test is being built in house, it should be ensured that the test is both job relevant and linked to the abilities/skills identified in the job analysis.

Of course, online / computer-based testing has introduced a myriad of other challenges. Companies must ensure that the testing software they use is secure and candidate data is protected. We rely on the expertise of Questionmark to provide our clients with the required security and data protection features mandated by the ISO and ICT standards. Furthermore, we share with our client’s methods and best practices for cheating prevention and analysis, monitoring the web for leaked test content, and most importantly, providing candidate’s with technical support and accessibility features when required.

What tools will attendees walk away from the webinar with:

We’ll also discuss:

  • When to buy an off the shelf assessment when to build in house
  • How to enhance the candidate experience with online testing
  • How to develop and use innovative item types
  • Importance of candidate perceptions of online testing
  • Best practices for unproctored internet testing
  • Case study which describes best practices with high volume testing

Thank you, Glen, for taking the time to speak to us!

We look forward to seeing you at this complimentary webinar on Tuesday, June 14 at 12:00 p.m. EDT.

Click here to register and save your spot.