Ensuring the best results from your career assessment

There is nothing fair or equitable in the selection process illustrated above.

Please enter an image description.

Author unknown

There is nothing fair or equitable in the selection process illustrated above.

Some people feel as if they are asked to climb trees and jump through hoops just to progress to the next stage during a recruitment or selection process. The cycle can seem endless, especially when you consider how many hoops a candidate can encounter -  a phone interview, an interview with HR, a potential further interview with the hiring manager, asessements, evaluations, psyche testing and medicals.

Answering questions about day-to-day work habits,  experience and why they want to work for a particular company are bad enough. Then there are the personal questions. The ‘Tell us about you’ questions.

‘What are your strengths?’

‘What are you interested in?’

‘Are you in the career you wanted to be when you left high school?’

All these questions have no right or wrong answer but, in my experience, recruiting questions are the ones people struggle with the most.

Would it be easier in an interview if you know what your work preferences are, how your interests align with different careers, your values, personality and your specific strengths?

A career quiz or assessment can help but there are thousands available online. How do you know if one is right for you and your particular situation?

The first thing is to decide what you want the assessment to answer for you. Is it for greater self-awareness so you can improve your interview ability? Is it to assess a career change? Perhaps you want to identify competencies relevant to your role so you can  improve your performance in specific areas.

Once you know what you need you can search for an assessment based upon your desired outcome.

During my studies one of our group assignments was to review and assess a known and well-regarded career assessment tool. Two criteria were viewed as essential: validity and reliability.

1) Validity is a reference to what is being measured. As an example, in career guidance a valid test will be one that  assesses requisites relevent to the role.

2) Reliability refers to reproducible results.  If you were to take the test now, and again in several weeks, your results should be very similar for a test to be considered reliable.

If an assessment is missing one of these attributes, chances are the results from the test are questionable. This is often the case in online testing when the full report is provided free of charge.

If you are interested in getting a professional assessment to assist in your job search,  we can help with a credible career assessment. Get in touch to find out more about the Mining People’s career guidance.