Evaluating Job Applicants: The Role of Training and Experience of Hiring

Evaluating Job Applicants: The Role of Training and Experience of Hiring
Evaluating Job Applicants: The Role of Training and Experience of Hiring
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This report discusses the advantages and disadvantages of using training and experience (T&E) assessments to gauge an individual’s qualifications for a Federal job and provides recommendations for the most effective use of such assessments. Insights for this report were obtained from research and practice in the field of assessment, and from MSPB survey data. This report synthesizes multiple perspectives on the advantages and challenges of T&E assessments, describes the role they can play in Federal hiring, and assists Federal agencies and hiring managers in using T&E assessments appropriately.

Table of Contents

Executive Summary i

Chapter 1 – Background 1

What is Assessment of Training and Experience? 1

Why Study Training and Experience Assessments? 3

In This Report 8

Chapter 2 - How is Training and Experience Assessed? 9

Useful T&E Assessments 12

Assessments that Include T&E Information 17

Problematic T&E Assessments 20

Summary 24

Chapter 3 - What Are the Common Challenges? 27

Focus on the Past 27

Unreliable Self-Assessment 30

Applicant Dishonesty 33

Summary 34

Chapter 4 - How Can We Raise the Bar? 35

Improvement Strategy 1: Make T&E Assessments More Accurate 35

Improvement Strategy 2: Increase Verification of Applicant Responses 42

Improvement Strategy 3: Use Assessments that Focus on Present Proficiency 48

Improvement Strategy 4: Evaluate Developments in T&E Assessment 50

Chapter 5 - Conclusions and Recommendations 53

Conclusions 53

Recommendations 55

APPENDIX A - Understanding Validity 57

APPENDIX B - Validity Coefficients 59


Federal employees, their supervisors, agency management, union personnel, especially Human Capital officers and employees across the U.S. Federal Government may be interested in this report.  Additionally, members of Congress, and Federal managers within the Office of Management and Budget, and Office of Personnel Management that is responsible for policy making authority may find this guide helpful as a reference with human resources and civil service matters.  Additionally, students pursuing research for courses within these fields, especially public administration, human resources, employment law, organizational development, and industrial-organizational psychology may find this primary source document that deals with civil service issues helpful for assignments.

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