The following information is an excerpt from the whitepaper ‘Best Practices in Talent Assessment’ by Dan Harrison, PhD, of Harrison Assessments International ©2008 Harrison Assessments International. For a copy of the full report, please email us.
Many organisations assess eligibility factors by setting minimum requirements. However, few organisations systematically formulate eligibility factors in order to score each applicant’s level of eligibility. It is not enough to ascertain that the applicant meets the minimum requirements. All that does is eliminate the people who don’t meet the requirements. It does nothing to assess the remaining people who do meet the requirements. Therefore, it is essential to quantify each candidate’s level of eligibility. This is the only way in which you can effectively compare candidates to each other and to integrate the eligibility score with the behavioural score.
First, you need to determine what the eligibility factors are. For example, you may require previous experience in the same job, previous experience doing similar tasks that the job requires, certain educational levels, or skills such as typing speed or the ability to use software packages. The HA Talent Management System enables you to select from a comprehensive list factors and then weight them according to how important they are.
Your next task is to score different levels of each factor. This is much more effective than just listing minimum level of requirements. For example, if you are looking for previous experience in the same job, and you set your minimum requirement for 2 years experience, you may want to score that factor in the following manner:
- Less than 2 years – reject this candidate
- 2 years – give 50% for this factor
- 3 years – give 70% for this factor
- 4 years – give 85% for this factor
- 5+ years – give 100% for this factor
By using gradient scoring, you are able to quantify the person’s experience and obtain a score for each factor. By weighting the factors in relationship to each other, you are able to obtain an overall eligibility score.
Next post in this series: Assessing suitability