To select the assessment methods best suited to the role you should familiarise yourself with the range of assessments that are available. Some of these can be designed and administered in-house (e.g. work sample activities) while others, particularly psychometric testing, require accredited experts to design, deliver and evaluate the results.
Some of the common types of capability-based assessments include:
When choosing assessments, particularly psychometric assessments, you need to be sure about why you are using a particular test and how you intend to use the results. Psychometric assessments should be used to inform decisions about which candidates are best suited to the role and the needs of the agency. Assessments should never be used as an easy option for covering many capabilities simply because it is an easy way to tick-the-box.
Suppliers on the Talent Acquisition Scheme can give advice on the assessments that are useful for assessing specific capabilities and on assessments that are suitable for use with diversity groups such as Aboriginal and Torres Strait Islander people or people with disability.
In designing or selecting assessments consider how you can make them accessible (e.g. for people who use screen readers) or provide practical alternatives for people with disability who cannot complete them but could otherwise effectively perform the role to be filled.
In some cases, a workplace adjustment can be made to help remove barriers in the assessment process. Considering each case for workplace adjustment separately will ensure you can meet an individual’s specific needs.