There are two main approaches to employability assessment. The first and most common revolves around a business' HR assessment to determine the suitability of applicants. The second involves analysis by career counselors, a helpful tool to coach clients towards successful self-promotion.
Work History
At the heart of an effective employability assessment program are two primary data-gathering avenues: building an accurate account of past work experience and the circumstances surrounding why the candidate left a previous position. While it is not always the case, past behaviors are likely to indicate future behavior outcomes. An example of this is an employee that works hard once initially hired but quickly "burns out," ultimately quitting the job.
Testing
The second method of gathering data is through extensive pre-employment testing for both employable skills and personality considerations. While there is a plethora of testing services relating to employable skills, a widely accepted norm for personality testing is the Myers-Briggs test, which can be used by both employers and career counselors to determine whether a potential candidate is a good fit for a position.
Exclusionary vs. Constructive Assessment
The key difference between constructive and exclusionary assessments is their goals and initial motivation. Exclusionary assessments, for example, are based on the initial premise of obtaining a useful, contributing employee; therefore, exclusionary testing assessments focus on identifying potential disqualifying factors in job applicants, such as a past history of unreliable behavior or insufficient vocational skills. By contrast, a constructive employability assessment focuses on identifying problem areas such as those identified by an exclusionary assessment, but places greater emphasis on follow-up measures for assisting the individual to overcome these potential shortcomings.
Employability and Turnover
Depending on the specifics of the business model, training new staff can be an expensive investment, both in time and finite capital resources. Companies that act pragmatically regarding employability testing are more likely to offset retraining costs associated with high turnover. An important consideration is the actual skill required to perform the job. For example, a dishwasher at a restaurant would not require a stringent series of tests, since the worker is easily replaced, whereas a skilled engineer would take significantly longer to replace and brief on the particulars of a project.
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