Assessing Applicants: Assessment Methods and Tools

The methods of assessing the factors of merit are chosen during the job analysis. Assessment teams may decide to develop the actual assessment tools as a group, or develop them individually and then review them as a group. In either case, it is important that the methods provide an accurate measurement of the factors of merit. Prepare and check assessment tools before the screening process is conducted.

There are many methods of assessment and any valid predictor of the applicant's job performance may be chosen. In most cases a combination of methods will be used. Some of the most common are listed below.  Click on the links for more detailed information on assessment options within these methods.  

See also the Staffing Practice Guidelines, Assessing Applicants and Assessing Past Work Performance, for more information. 

• Oral Interviews (e.g. Behavioural; Situational)

• Written Tests (e.g. Checklist / Matching; Completion / Short Answer; Essay / Long Answer; Multiple-Choice; True / False; Written Performance) 

• Simulations or Work Samples (e.g. Assessment Centres; Case / Project Files; In-Baskets; Oral Presentations; Role-Plays; Written Performance, Construction, Graphic Representations, or Identification Tests)

• Physical Tests

• Past Work Performance (e.g. Reference Checking) 

You can also contact your HR Consultant regarding choosing assessment methods  appropriate for your needs.

Note: If you are considering administering any tests that may incur costs (e.g. keyboarding skills), check the applicable collective agreement for any relevant provisions.  For example, the BCGEU Administrative Services Component Agreement, Article 7.6 (b), includes provisions for the administration of examinations taken as part of a staffing action for a regular position and states that these will be administered at no cost to the employee. This provision does not apply to non-employee applicants.