K Knowledge HF-D9.7-005 job-specific 10 kompetencer
Assessment and selection methodology
Selects and uses selection instruments such as tests, interviews and work samples, weighs the outcomes and substantiates an advice on suitability.
Sådan måler hrmforce dette
- Evalueringsmetode
- Certificate or diploma
- hrmforce instrument
- Competency Check, Knowledge test (client-specific)
- Kompetence (50-rammeværk)
- Judgment
- Træningsmuligheder
- medium
- Udsigter for efterspørgslen 2026 til 2030
- rising
Formal proof of completed education or examination.
Adfærdsmæssige ankre
| Niveau | Adfærd på dette niveau |
|---|---|
| N1 Guided | Administers a test under supervision according to the manual and records the outcomes without own interpretation. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Independently combines test results and interview data into a substantiated advice and discusses it with candidate and client. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Determines the organisation's selection methodology, tests instruments for reliability and validity and sets guidelines for their use. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession |
N2 og N4 er bevidst ikke forankret. Bedømmerne placerer dem mellem forankringerne i overensstemmelse med konventionen i O*NET.
Underliggende kompetencer
Disse kompetencer arver vurderingsforløbet og adfærdsankrene fra dette konstrukt.
| T | Kompetence | Definition | Udsigter for efterspørgslen 2026 til 2030 |
|---|---|---|---|
| K | Justifying test selection Test selection | Chooses a test based on job requirements, target group and psychometric quality and records the justification. | rising |
| K | Selecting a norm group Norm group | Selects the norm group matching job level and target group and explains what that means for the scores. | rising |
| K | Interpreting an assessment report Assessment report | Reads an assessment report, links scores and observations to the job requirements and draws a conclusion on suitability. | rising |
| V | Administering a cognitive ability test Cognitive ability test | Administers a cognitive ability test under standardised conditions, keeping instruction, timing and supervision identical. | stable |
| K | Interpreting a personality questionnaire Personality questionnaire | Explains scores on personality dimensions in terms of work behaviour and avoids claims the questionnaire does not support. | rising |
| V | Designing a work sample Work sample test | Designs an assignment that mirrors the core of the job and sets up a scoring model with criteria. | rising |
| V | Designing a structured interview Structured interview design | Draws up an interview guide with behavioural questions per competency and a behavioural anchor per score level. | rising |
| K | Judging reliability and validity Reliability and validity | Judges reliability coefficients and validity research of an instrument and weighs whether these justify its use. | rising |
| K | Using the Dutch COTAN test review COTAN review | Uses the Dutch COTAN review of a test to weigh quality on seven criteria when choosing an instrument. | stable |
| V | Giving feedback on test results Test feedback | Discusses the result with the candidate in plain language, checks recognition and names the limits of the test. | rising |