Putting Your Job Assessment Test to Work

Putting your job assessment test to work is one of the most important ways you can make sure you’re putting the right people to work. By putting the right people to work, you can make sure that they stay at work, too. That’s a good thing, because turnover can cost your company a lot of money, in more ways than one. Of course, there’s the cost of recruiting and training replacement employees, but there’s also the cost of reduced productivity while those new employees are getting up to speed. In order to avoid all of these costs, it’s best to make every effort to keep turnover from happening in the first place.

In order for your job assessment test to be one of the tools that help you reduce your turnover rates, two things need to happen. First, you need to know how to use it. Second, it needs to have the kinds of advanced features that really maximize its potential. Fortunately, you don’t have to sacrifice one of these for the other. When it comes to knowing how to use it, the basic process of administering the test itself should be pretty much self-explanatory, even when there are plenty of advanced features built in.

However, there’s a little more to knowing how to use your test than just knowing how to administer it and read the results.

Part of knowing how to use your job assessment test also means knowing the ways it can be used even beyond the simple evaluation of potential new hires. For instance, if you save each employee’s results in their permanent file, then you will have them to refer back to in the future. You will be able to derive two benefits from this. First, you will be able to use those results to identify characteristics your employees should focus on improving in order to enhance their performance. Second, many of these characteristics will be specifically those conducive to management positions. So, you’ll be able to identify qualified employees for promotions to those roles.

One of the advanced features that can make such a test even more effective is the ability to establish flexible performance profiles. In a nutshell, what this means is that you will be able to specify exactly which cognitive and behavioral traits you find desirable in terms of the position you are attempting to fill. Then, the questions chosen for the test will be relevant to those traits.

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