K Knowledge HF-D9.7-005 job-specific 10 umiejętności
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.
W jaki sposób serwis hrmforce to mierzy
- Metoda oceny
- Certificate or diploma
- hrmforce narzędzie
- Competency Check, Knowledge test (client-specific)
- Kompetencje (50-ramowe)
- Judgment
- Możliwość szkolenia
- medium
- Prognoza popytu na lata 2026–2030
- rising
Formal proof of completed education or examination.
Kotwice behawioralne
| Poziom | Zachowanie na tym poziomie |
|---|---|
| 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 i N4 celowo nie zostały przypisane do konkretnych punktów odniesienia. Oceniający umieszczają je pomiędzy punktami odniesienia, zgodnie z konwencją O*NET.
Podstawowe umiejętności
Umiejętności te dziedziczą ścieżkę oceny oraz punkty odniesienia behawioralne tej konstrukcji.
| T | Umiejętności | Definicja | Prognoza popytu na lata 2026–2030 |
|---|---|---|---|
| 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 |