Skills Test and other Assessment Methods

Skills Test and Other Assessment Methods

In order to increase validity and reliability of the selection process, it is highly recommended that other assessment methods are used in addition to the structured interview. The use of skills tests can provide additional supporting evidence in the selection process, as they are designed to test actual skills required for the role. Skills tests can take many formats including:

• • presentation on a pre-determined topic relevant to the role
  • drafting an email response to a church / circuit/ district office enquiry
  • excel calculations for finance candidates
  • word processing notes into a letter format
  • delivering a training session
  • giving a presentation
  • using an excel spreadsheet to produce data
  • proofreading a document
  • literacy/numeracy tests

Using a presentation would be appropriate to assess presentation techniques (only relevant if the ability to make presentations is referred to in the person specification).

Aptitude/ ability tests must be relevant to the job and produce information that relates to one or more of the criteria in the specification. Tests must be administered and assessed to the same standard.

It’s essential for the panel to agree the purpose of a particular selection activity and what skills and competencies they are looking for and decide how to score candidates fairly. The choice of exercise should be determined by the role for example if you are appointing a Cleaner you would not ask them to do presentation.

The administrative arrangements should be considered: what rooms will be needed; who will be available to meet the candidates and how you will administer any tests to be used. If the interviews are held online decide on who will coordinate the exercise(s).