Employee assessments are increasingly becoming dominant in the recent times, which is definitely a worthy aspect for businesses. It means the overall quality of the employees is increasing. However, the problem is, we can see there is an increased number of myths associated with the employee assessment. Subsequent points would highlight the five biggest myths on pre-employment assessments:
Assessment does not foresee Performance
Well-designed assessments are somewhat analytical of job performance. Unquestionably, a job success is not just based on the assessments; there are many factors, which contribute to the success. Some of these are connected to the individual and some are not. As a result, the prediction would be inaccurate for any future behavior. Considering these characteristics, a professionally developed assessment would accurately predict business aspect such as productivity, employee behavior, turnover, performance etc.
Interviews are Better than Assessments
A well-designed interview is more precise than a poorly designed assessment. Well-designed and authorized assessments are likely to be at best as correct as extremely organized interviews. Effective assessments are significantly more correct than formless interviews. Interviews and assessments are like two sides of the same coin. They both are crucial to effective estimation. They should be inclined towards a good hiring procedure.
Tests are Prone to Faking
Self-report assessments such as biodata are subject to impression management on the part of the assessment conductor. In the case of interviews, the same thought falls in. Most candidates are likely to present themselves positively. Most elegant individual and resume scales also take up that and consider it. If you fake, it is a very puzzling task and most applicants cannot do it smartly. In some studies when individuals are instructed to fake, somewhere in the neighborhood of 25% of them fake in the completely wrong direction.
Some individuals are decent at conducting Assessments
Some people are better at conducting assessments. And, some people are better at conducting interviews. Here, the finding is the people who perform better is assessments and interviews also do better on the job. People who become excessively worried and disappointed when they undergo assessments also inclined to get very uneasy and fail in other demanding circumstances, for example, sales emergencies.
Hope that the above-suggested points would help you know the myths surrounding employee assessments. Moreover, these points would help you understand them, avoid the misbelief, and tell other what are the truth associated with the pre-employment assessments and its related aspects.
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