Thirteen Principles for Using Assessments

In today's competitive marketplace and complex legal environment, companies face the challenge of attracting, developing and retaining the best employees. To facilitate making an informed decision, many companies use an assessment program before hiring employees. For example, a job candidate may be required to take a typing test for a clerical position or an accounting test for an accountant position. A sales candidate may complete an assessment to determine sales traits and job match. Assessment programs that meet the U.S. Department of Labor guidelines have been proven to increase a company's chances of hiring and retaining the best employees.

The U.S. Department of Labor (US DOL) acknowledges that properly used tests and assessments "maximize chances for getting the right fit between jobs and employees". To promote the proper use of tests and assessments, the US DOL published "Testing and Assessment: An Employer's Guide to Good Practices". The US DOL recognizes that "employers face the challenge of attracting, developing and retaining the best employees". The Guide also states that a solid assessment strategy can "maximize chances for getting the right fit between jobs and employees". The Guide establishes 13 basic principles employers should follow when using an assessment.

Use assessment tools in a purposeful manner. Be clear about what you want to measure and why you want to measure it.
Use the whole-person approach to an assessment program.ul manner. Use a variety of tests and assessments in your assessment program to measure skills, abilities and other job-relevant characteristics.
Use assessment tools that are unbiased and fair to all groups. This will help you select a qualified and diverse workforce.
Use reliable assessment tools. If the same person gets the same results each time they take the assessment, it's reliable.
Assessment tools must be valid for the purpose they are being used. Validity refers to the characteristic the assessment tool measures and how well the tool measures the characteristic.
Assessment tools must be appropriate for the target population. An assessment tool is usually developed for use with a specific group. An assessment designed to assess a sales person is likely to be inappropriate to use for a driver.
The instructions and other documentation must be comprehensive and easy to understand. Technical manuals should provide information about both the development and psychometric characteristics of assessment tools. They should cover topics such as administration, scoring, interpretation, validity, reliability, test fairness, appropriate test groups and recommended uses.
Ensure the administration employees are properly trained. If the assessment tool requires proctoring and/or administration, those performing this function must be properly trained.
Ensure that conditions are suitable. It may be necessary to provide consistent and uniform testing conditions to obtain consistent results.
Provide reasonable accommodations for people with disabilities. Reasonable accommodation may involve ensuring physical accessibility to the test site for example.
Maintain assessment tool security. All assessment tools, whether paper-and-pencil or computer-based, must be kept secure.
Maintain confidentiality of assessment results. Assessment results should only be shared with those who have a legitimate need to know.
Ensure that scores are interpreted property. Accurate interpretation of results is necessary to ensure a good decision.

Willow Creek Consultants has designed assessment programs for large and small companies in many industries. We can create an assessment program for your company that exceeds all US DOL guidelines and will help you hire and retain top-performing employees. Willow Creek Consultants specializes in maximizing your workforce potential. Steve and Vicki Wilson, owners of Willow Creek Consultants, live in Coeur d'Alene, Idaho and can be reached at 208-676-0798 or www.willowcc.com.

Written by Vicki Wilson, July, 2004