Assessment describes any type of activity that determines the extent to which applicants possess the knowledge, skills and abilities and behavioural competencies required for the job.
The most common way to assess applicants is to use an interview or written assessment. Options that work well include
- Interviews (DOCX, 180KB): Oral interviews, situational (hypothetical) and behavioural
- Simulations: In-baskets, role plays, oral presentations, assessment centres, written performance, construction and identification assessments
- Written assessments: Multiple choice, short answer/completion, essay/long answer, true/false, checklist/matching and written performance assessments
- Past work performance checks: Reference checks, work samples and performance reviews
- Physical tests: Capacity or aptitude
When checking job qualifications to assess
- Knowledge: Use written assessments, job simulations and knowledge-based interview questions
- Skills/abilities: Use written assessments, on-line skills assessments, oral presentations, role plays, in-basket exercises, physical tests and hypothetical interview questions
- Behavioral competencies: Use behavioural interview questions, role plays, oral presentations and reference checks
Consider using more than one assessment method to obtain a more complete picture of critical competencies. You can combine assessments, measure more than one competency with a particular assessment tool. Use technology effectively to distribute and administer assessments. To get started, work through the Selection Plan (DOCX, 119KB).
For information on providing accommodation during the hiring process, see the Manager's Guide to Reasonable Accommodation (PDF, 438KB).
For more information on various assessment options, or if you require assistance with developing your assessment tools, please submit an AskMyHR service request.