A strong assessment strategy will ensure you are able to identify high-performing candidates when filling vacancies, and as a hiring manager, you are a key part of the process! There are several assessment options currently available on the IBC assessments webpage.
Your HR specialist can help advise on which tool(s) are most effective given your unique hiring scenario. The following are current assessment options that can be used for your recruitment:
An online assessment built into the job announcement developed and validated by OPM. Designed to measure general competencies such as decision making, reading, attention to detail, integrity/honesty, and flexibility, which are typically difficult to assess with a traditional occupational questionnaire. Uses standardized scores and the applicant‘s assessment will be retained for 1 year per series/grade. General competencies are identified for the occupation by the job analysis.
When to use
- The position falls in one of the covered series and grades found here.
- Non-supervisory position with GS and GS equivalent pay plans.
- Best used for high applicant pools.
A manual assessment in which eligible and qualified candidate’s resumes are reviewed and rated by a SME panel using an established scoring matrix that is based on the technical competencies from the job analysis.
When to use – Highly technical positions
- Positions not covered by USA Hire.
- Low applicant pools or internal to agency.
- Supervisory positions.
- Higher graded positions.
A Manual assessment where technical assessment questions are developed and validated by a minimum of two SMEs to measure the applicant’s technical expertise (Hiring Managers can be one of the SMEs).
When to use
- Positions not covered by USA Hire.
- Highly Technical positions.
- Higher graded positions.
- Supervisory positions.
- Positions with large applicant pools.
A manual written assessment is referred to as an “accomplishment record” which consists of collecting written information about applicants' training, education, experience, and past achievements, rated using an established scoring matrix that is based on the critical competencies from the job analysis.
When to use
- Lower applicant pools.
- All types of positions (entry level to technical).
- Limit 2 competencies.