What is an online job assessment?

Answer 1

Businesses have three opportunities to impact the performance of their people. The first is during the selection process, if non performers can be screened out, the savings are dramatic in comparison to the minimal cost involved.

Unfortunately if the wrong person is hired, the next opportunity to effect performance cost considerably more because it's after the individual is inside the company. Managers and supervisors must spend valuable time providing extra training to marginal employees, instead of investing their time in top performers, who generate most of the company's profits. Often outside consultant are retained, in hopes that the situation can be improved. Too many times, these efforts prove unsatisfactory and only end up consuming yet, more time and money.

Occasionally, elaborate incentive plans or bonuses are established, aimed at motivating employees. Typically, these efforts are much more successful increasing the performance of top people, rather than stimulating marginal employees. If these internal solutions fail to generate the desired results, the business is left with the last alternative and indeed the most costly- that of exiting the employee from the business or department. Now, all of that time, energy, and money invested in that individual leaves with them and the process to replace them must start over.

W. Edward Deming said, "if a person is not performing as expected, it is probably because they are miscast for the job". Deming's statement focuses the spotlight squarely on the selection process as being the most critical opportunity to take charge of the companies performance.

Did you ever have an employee who, knowing the importance of Customer Service, repeatedly frustrated customers? That's Job Fit. Did you ever have a sales person who worked hard and never sold very much? That's Job Fit. Did you ever worked beside someone who wasn't interested in being there? That's Job Fit.

The challenge to businesses is that Job Fit can only be determined through the use of Assessment instruments and, until recently, the majority of those available were woefully inadequate. The information provided, while interesting, often tended to be generalized and lacked qualified, objective, and accurate data for serious decision making.

Recently assessments have been developed and designed specifically for business, meeting all legal requirements and guidelines. In fact, consistent use of a good assessment program can assist in documenting objective and non discriminatory hiring practices. A good tool should be multicultural and validated for today's diverse workforce. Additionally, strong assessments are validated to be effective with English as a second language, and should be available in numerous dialects.

A good system allows companies to benchmark positions and to develop patterns defining the core competencies necessary for selecting top performers. A good Job Assessment should measure: Expected learning success, reasoning and problem solving potential. endurance and capacity for a fast pace, taking charge of people and situations, people-oriented, manageability, following policies, work within the rules, positive attitude, making decisions, cooperative and agreeable, team person, self-reliant, self-directed, persuasive, organized, creative thinking, and much more. From Profiling Assessments to Customer Service and Sales Assessments, a good employee assessment system can be easily incorporated into your current operations.

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Answer 2

An online job or career assessment is a lot like an application. Rather than applying to a specific company, this will determine what jobs you are best suited or qualified for.