Hiring Assessments – A Reminder for Hiring Managers

DOI Interior Business Center sent this bulletin at 05/30/2024 10:01 AM EDT

Hiring Assessments – A Reminder for Hiring Managers

Having 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 currently four assessment tools that can be used as part of the multiple hurdle process available at IBC. Our HR specialists can help advise on which tools are most effective given your unique hiring scenario.

The following can be used for you recruitment. More information is available on the IBC Customer Central Hiring Assessments resources page.

USA Hire

Candidates complete an online assessment battery that has been professionally developed and validated by OPM. Measures general competencies identified for the occupation by job analysis.

Recommended for:

Position falls in one of the 90 covered series and grades
Non-supervisory positions with GS and GS equivalent pay plans and may be viewed here.
High applicant pools

SME Structured Resume Reviews

Eligible and qualified candidate’s resumes are reviewed and rated by a SME panel using an established scoring matrix that is based on the competencies and task statements in the job analysis for the position.

Recommended for:

Highly technical positions
Positions not covered by USA Hire
Low applicant pools or internal to agency
Supervisory positions
Higher graded positions

Technical Assessment Questionnaire (TAQ)

Technical questions designed to measure components of applicant’s technical knowledge that will be displayed on the job.

Recommended for:

Highly technical positions
Higher graded positions
Supervisory positions
Large applicant pools
Time-to-Hire friendly
At least two SMEs available to develop technical questions

Written Assessment

A process used to collect information about applicants’ training, education, experience, and past achievements related to critical job competencies also referred to as “Accomplishment Records.”

Recommended for:

Lower applicant pools
All types of positions (entry level to technical)
Requires SMEs to invest time in creating scoring rubric

Resources

IBC Customer Central Hiring Assessments resources page

Questions?

If you have questions, please contact your servicing HR Specialist