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| | The Human Resources: Recruiting, Hiring, and Staffing Network is not currently active and cannot accept new posts | | Help required on "assessment tools " | Views: 2578 | | Jan 19, 2007 12:48 pm | | Help required on "assessment tools " | # | 
Janhavi Mutalik | | Hi All,
I am currently on board with a software development company as an HR team menber.We need to have some asessment tools for our recruitment process.
Requesting if anybody can help me with their inputs on assessment tools like test papers settings,topics covered,or whatever that should be taken into consideration.
Importantly would like to know how effectively we can assess the candidate's potential / personality through these kind of tests.
Thnks
JanhaviPrivate Reply to Janhavi Mutalik | | Jan 19, 2007 4:47 pm | | re: Help required on "assessment tools " | # | 
Ramesh Kulandaivelu | | Jahnavi,
You can try out with the ReviewNet's Assessment tools. There assessment tools are really result oriented, potential and realtime ones. You can contact Ms. Michelle Barti regarding this. Her mail id is mbarti@reviewnet.net
regards,
Ramesh Kulandaivelu.Private Reply to Ramesh Kulandaivelu | | Jan 20, 2007 9:38 am | | re: Help required on "assessment tools " | # |
bhaskar natarajan | | Hi,I am associated with an Online E-Learning compnay which provides Online Assesment solutions to corporates for pre-recruitment and post training evaluations.
In case you are interested please do get in touch with me for the same.
Regards
A.Bhaskar
Gurukulonline learning Solutions
bnatarajan@gurukulonline.co.in
Private Reply to bhaskar natarajan | | Jan 20, 2007 4:13 pm | | re: re: Help required on "assessment tools " | # |
Alexy Kuriakose | | Hi!
You can try identiy COmpass, a wonderful tool to make an adequately accurate judgement about your prosepcts!
YOu can reach me at alexy@ideas.in for more information about the tool.
Regards,
Alexy Kuriakose Private Reply to Alexy Kuriakose | | Jan 26, 2007 3:35 am | | re: Help required on "assessment tools " | # |
matthew stencil | | Janhavi:
There are a number of tools and vendors out there that can help. First off, you will want to define what you're measuring; that will narrow the field of vendors/tools for you. I would ask whether you already have a competency model in place. if so, you can map these competencies to the available tools. If not, then competency development and job analysis might be the place to start. This can help define and objectify the competencies you want to assess.
Once you get through this, and possibly find some tools, look at their reliability and validity. The higher these numbers, i.e. r=.89, the better. The association for test publishers website has a good start at solid assessment vendors. i deal with them all the time so if you want further help, just shoot me an email (mstencil@hotmail.com).
Matt Private Reply to matthew stencil | | Feb 01, 2007 3:57 pm | | re: re: Help required on "assessment tools " | # | 
Jo Verde | | Hi Janhavi,
Under the umbrella of Human Resources Business Process, as you know, are many sub processes. You probably have already considered this but would offer my comments in support of those posting before me.
I am making an assumption here, that your organization has already gone through compiling detailed job descriptions where specific skills and competency levels have been identified for each job and each level of proficency.(one sub process)in addition to attitudinal requirements within.
(Beginner, Intermediate and Senior and what that equates to in numbers/performance)
Hiring policies, another sub process should reflect these findings and perhaps where my colleagues suggestions might be engaged as the HR intervention. There are many tools available and many, many consultants who would be more than pleased at an opportunity to work with you
Performance based pay and ultimately Rewards and Recognition are other subprocesses which you will need to consider to impact retention issues. These are certainly not all but a good beginning.
I say this to stress the importance of the front end work required to complete a through analysis of job descriptions and requirements...it all ties back to this work. So often I work with organizations that haven't considered all the piece parts and how they are linked together to form the whole HR process therefore the term umbrella.
Just some very quick random thought firings that may help your thought process.
Best Regards,
Jo Verde
Senior Director
JeMM Consultants
www.jemmconsultants.comPrivate Reply to Jo Verde | | Feb 02, 2007 11:50 am | | re: re: re: Help required on "assessment tools " | # |
Janhavi Mutalik | | Hi Jo,
Got real good thought boosters from your end.Thanks so much.I am actually trying to put all these subs under an umbrella, as you said.
The question I have here is - Does every process makes a sub or a club of processes make a sub?Which option gives more focus and easy to manage/adminiter edge to the entire process?
Pls do share your insights on this.
Thnks
JanhaviPrivate Reply to Janhavi Mutalik | | Feb 02, 2007 5:26 pm | | re: Help required on "assessment tools " | # |
Jo Verde | | Hi Janhavi,
My recommendations would be to list all the sub processes separately.You might even want to try a brown paper exercise to map each process. This is a long and tedious exercise but will show you what happens from beginning to end and will also show where there might be disconnects or redundancies. That way you can track the performance of each sub and make process improvements easier.
If your organization doesn't have all the processes in place it makes it easier as well, to develop policies and procedures on an HR item as it becomes a priority.A little less overwhelming when you are just starting out.
Please be aware my friend, that this is by no means the only approach to your concerns as many will tell you. I believe that human resources is in fact a business process which needs to take its place just the same as all operational issues.If you model HR functions with operational business partners in mind, it is much easier to gauge the success of your HR interventions and drive your performance to meet the needs of your clients.
Hope this helps and good luck.
R.Jo
Senior Director
JeMM Consultants
www.jemmconsultants.comPrivate Reply to Jo Verde | | Feb 06, 2007 7:55 am | | Thanks | # |
Janhavi Mutalik | | Thanks Jo.Will see to it that subs are preapared exhaustively.
Thanks again.
Janhavi
Private Reply to Janhavi Mutalik | | Mar 19, 2007 4:13 pm | | re: Help required on "assessment tools " | # | 
Sue "Coach" Koch | | Hi All,
I come a bit late to this conversation and am new to the board, but perhaps not too late. I'm a Career and Life Design Coach and I've recently been certified in TriMetrix Behavior Assessments which evaluates behavior through the DISC Assessment, through Personal Interests and Values Assessments (PIAV) and through a Personal Talents and Skills Inventory (PTSI). It also enables you to do job benchmarking which helps in the hiring process too. Here's a link to the site.
I use this with all my clients to help them find out what they are passionate about, what they value and how to best use their personal operating style to find the job that works best for them and for their future employers.
Getting certified in DISC and PIAV can be done online, but you have to go to the conference to get the PTSI and benchmarking. If you want more info, feel free to PM me with your questions.
Here's a link to the TTI site FYI too:
http://www.ttiltd.com/
Sue Koch
Designing Exit Strategies for Corporate Rats
http://www.corporaterats.com Private Reply to Sue "Coach" Koch | | |
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