Tamara Assessments are often met with initial skepticism. The thought of being evaluated by an impersonal questionnaire can be off-putting. How could standardized questions and statements ever truly capture who you are?
But let’s pose a different question: Who would want to be assessed by a subjective individual whose morning coffee was cold, who has a strong dislike for gray tights, or who might be going through a divorce and therefore deems all red-haired people incompetent?
Assessments are neutral. They operate without emotion, have no vested interest in the outcome, and do not pass judgment. They simply evaluate. This brings us to the first question:
What are assessments?
At their core, assessments are structured "questionnaires." The quotation marks are deliberate because most assessments don’t actually consist of traditional questions.
The term “assessment center” frequently appears in job postings. However, in this discussion, we will focus on digital assessments.
Assessments cover a wide range of applications. They assess suitability for a specific role or the compatibility of an individual’s personality within a team. What sets well-designed assessments apart is that they often don’t directly test what one might initially expect.
What are items?
Assessments are composed of what are known as items. These are usually not questions but statements that are rated on a scale, for example, from 1 to 5.
Good items are cleverly designed. They don’t necessarily measure what they seem to at first glance.
Example:
“Sometimes I pretend to work.”
Who would answer this item honestly?
If this item were intended to measure work ethic, it would likely be ineffective, as many respondents would not provide truthful answers. However, this item can serve another purpose: measuring honesty.
For a role requiring a high level of integrity, this item could help identify the right candidate—someone who speaks uncomfortable truths and doesn’t lie for personal gain.
In which professional contexts are assessments used?
Assessments are versatile evaluation tools. They can be used to select suitable candidates for a position—whether internal or external—or to assess individual development.
Personality assessments are typically conducted once, whereas skill assessments are repeated periodically to track progress.
Why are assessments needed?
Assessments provide an objective initial evaluation. When answered truthfully, they are a valuable tool for both the participant and the evaluator. They are particularly beneficial when participants have access to their results.
Within a company, assessments allow for independent evaluation of skills. Employees are not solely reliant on subjective feedback from their supervisors. They can proactively work on their weaknesses and monitor their progress.
What do we do at bluquist?
bluquist develops tailored assessments that can be applied in various contexts. These assessments are used both for acquiring new partners and for internal application processes, as well as for visualizing skill development. Each assessment is customized to fit its specific use case, ensuring optimal results.