Rethinking Job Assessments for Admin Professionals
I'm seeing many complaints on this subject, and I'm experiencing it firsthand as I actively apply for Admin roles myself. With 15 years of experience as an Admin Manager, I'm still encountering unnecessary hurdles in the hiring process.
In evaluating candidates for administrative roles, it's essential to scrutinize the relevance of certain tests. Why subject candidates to 15 technical project management questions for admin positions or 10 calculation queries for receptionists? Moreover, assessments often include IQ tests, strategic thinking exercises, fraud prevention, psychological and analytical questions.
Administrative roles hinge on fundamental skills like organization, communication, and problem-solving. While technical expertise can be valuable, assessments should primarily assess competencies directly pertinent to daily job functions. Complex queries and personality evaluations may not align with the practical demands of administrative roles.
Why complicate the hiring process for admins with tests that don't typically add value? Assessments probing personality traits, previous employee interactions, and conflict responses may not always reflect the varied cultures and changing situations of different organizations.
Let's refine our approach to ensure assessments effectively measure the skills essential for administrative success, enabling candidates to demonstrate their true capabilities.
What are your thoughts on the types of assessments used in hiring admin professionals? Share your views below!
🌐 #LinkedIn #AdminRoles #JobAssessments #innovation #hiring
Senior Talent Acquisition Leader-So. Fl. All States-EST, HPO Savvy| Corporate-Remote & Onsite, Niche, Technical, Scientific, Finance, Engineering, Medical, Supply Chain, Pharma., Hospital, Banking and more
2moHuman Resource Dimensions Reposting for better reach