Assessing Applicants

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 assignment. Additional assessment methods:

  • Interviews (DOCX, 180KB): In person interviews, phone interviews and online interviews
  • Simulations: In-basket exercises, role plays and oral presentations
  • Written assignments: Multiple choice, short answer, essay/long answer, true/false, and checklist/matching
  • Online testing: Behavioural testing, cognitive testing, skill testing
  • Past work performance checks: Reference checks, work samples and performance reviews
  • Physical tests: Capacity or aptitude tests

The following assessment methods are commonly used to assess knowledge, skills/abilities and behavioural competencies:

  • Knowledge: Use written assignments, job simulations and knowledge-based interview questions
  • Skills/abilities: Use written assignments, online skills, oral presentations, role plays, in-basket exercises, physical tests, hypothetical interview questions and reference checks
  • Behavioural competencies: Use behavioural interview questions, role plays, oral presentations and reference checks

To get a more complete picture of applicant's competence and ability to do the job, use multiple assessment methods to assess all the critical knowledge, skills/abilities and competencies.

For information on providing accommodation during the hiring process, see the Manager's Guide to Reasonable Accommodation (PDF, 438KB).

For more information about assessment options please contact AskMyHRRestricted Access submitting a service request using the category A Hiring Manager > Hiring Process > Assessment & Selection.