Through research and personal accounts from federal employees from a notable agency, the US Veterans Affairs (VA), we have found that accountability and reliability are two of the critical attributes a potential employee needs to have to be a successful contributor to the mission of the VA. Offering essential services, the VA needs confidence in knowing that it is hiring employees it can count on. Additionally, when the VA, (and most government agencies, for that matter) makes a hiring error, the cost is great. Not only is hiring and training costly, but the ability to separate underperforming employees also becomes more difficult. <\/p>\n\n\n\n
So what’s the fix? Implement a system that helps reduce the chances of hiring employees who do not meet the needs of the agency. The fact is, these hiring mistakes can be reduced with a good assessment strategy. <\/p>\n\n\n\n
Making an impact on this issue starts with hiring the right people, and hiring the right people happens when you follow an evidence-based hiring process. An evidence-based hiring process is one that utilizes validated and predictive hiring steps and eliminates as much inconsistency and bias as possible. This process also values hiring manager judgement and eliminates any \u201cgut instinct\u201d evaluations. Evidence-based processes are lauded because they produce impactful, positive results and higher performing employees. Our research has linked evidence-based hiring tools to such benefits as reduction in absenteeism, increased employee retention, and greater performance on the job. More specifically, for agencies like the aforementioned VA, there is no greater metric than an increase in patient satisfaction. <\/p>\n\n\n\n
Depending on hiring needs, evidence-based assessment and hiring processes can vary and include assessments such as behavioral, cognitive, and technical items along with simulations. As mentioned previously, evidence-based hiring includes validated and predictive tools. Thus, evidence shows a significant relationship between how individuals perform on these assessments and how they are performing on the job (e.g., those scoring higher on the assessments are rated as scoring higher on the job by a supervisor). <\/p>\n\n\n\n
The US Executive Order is designated to provide agencies with the flexibility to use solid assessment strategies to select the best employees, and it also allows employers to not solely rely on the candidate\u2019s formal education as the primary evaluator to use a more objective approach. This will certainly assist candidates who have the aptitude, competencies, or skills to make a difference and help with agencies\u2019 missions. And implementing a successful assessment strategy and program is easier than most people think.<\/p>\n\n\n\n
![\"\"](\"http:\/\/talogy.com\/wp-content\/uploads\/2022\/01\/cta-ebook-cover-nine-assessment-types.jpg\")
<\/figure>Finding the right fit: nine assessment types<\/h2>\n\n\n\nAssessments are among the most powerful tools available to HR professionals to make better hires, identify development needs, and quantify leadership potential.<\/h3>\n\n\n\n
The attributes of each assessment are intended to measure and align that information with your hiring and development goals. <\/p>\n\n\n\n
This eBook will detail: \u00a0 <\/p>\n\n\n\n
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- Goals \u2013 what is each assessment intended to measure?<\/li>\n\n\n\n
- Advantages and disadvantages \u2013 what are the strengths and weaknesses of each type?<\/li>\n\n\n\n
- Use cases \u2013 what are the job roles or job traits that apply to each assessment type?<\/li>\n<\/ul>\n\n\n\n