The most fundamental limitation of Competency Assessment Tools is that they are all subjective in that they rely on the assessor’s (whether HR Professional, Line Manager, Trained Observer) subjective judgement of the candidate’s behaviour with respect to the Acquired Competency.
Secondly, in many instances they suffer from design flaws. If the interview question, or the work sample test, or the ACT simulation, does not ask the right question, or structure the question properly, or structure the work sample test or the simulation correctly then the outcome will be flawed. If an instrument is poorly designed, one cannot expect an accurate outcome.
There is a trend nowadays to use “off the shelf” assessment center exercises that can be purchased from developers of assessment material. This can however be a counterproductive exercise if the exercises do not accurately reflect the job being assessed for, or do not assess the competencies relevant to the job. Often, this is the case, and we advocate caution in the use of off the shelf assessment exercises as they have often not been properly validated nor comply with the criteria set out by the International Task Force on Assessment Centers.
There are numerous other limitations.
Just remember in a nutshell, that it is much more difficult to objectively assess Competencies than Capabilities. Standardised tests for assessing acquired competencies, that possess the psychometric properties such as norms, validation, reliability, generalisability do not exist. This is precisely what differentiates Psychometric Tests and Competency Assessment Tools. As previously discussed, Psychometric Tests such as cognitive and personality tests have been developed by research psychologists and are subjected to rigorous statistical, test design and standardisation procedures that ensure that one can use them confidently as scientifically valid and reliable instruments to assess Capability.

Offsetting These Limitations.

The following actions can offset some of the limitations discussed above:

Job Profiling

Profile the job so that you know exactly what Generic and Job Specific Competencies are relevant to the job. In this way you will at least ensure that whichever Competency Assessment Tools you use, they will be aimed at relevant competencies.

Use Multiple Tools

Where possible use a combination of tools such as work sample tests together with a structured interview.

Use Structured Interviews

Where possible use professionally developed structured and competency interviews in conjunction with “home grown” interviews.

Training

Ensure that all role players involved in the assessment of a candidate’s competencies are properly trained and competent to use whichever competency assessment tool will be used.

Avoid off the shelf ACT

Rather get a professional to develop assessment center tools that accurately simulate the job being assessed for than generic off the shelf tools.

Use Our Proprietary Tools

At EQ – IQ we do not get involved in assessing Job Specific Competencies. This should be done by Subject Matter Specialists. However, we do make a job profiling tool available to our clients that enable them to identify relevant Generic Competencies, and an online tool for assessing Generic Competencies called CIQ. If you would like to view these tools please use the links:

Don't get confused..
Remember...
Inasmuch as we have made a clear distinction between Competencies and Capabilities, the way in which they are assessed is distinctly different.

There are no psychometric tests, or tools that have the properties we described in Module 3 anywhere in the world, that MEASURE Competencies such as:
  • Drawing up a Marketing Plan
  • Budgeting
  • Drawing up a Production Schedule
  • Commercial Awareness
  • Strategic Orientation
  • Problem Solving and Analysis
Equally, no competency assessment tool anywhere in the world MEASURES capability as we have defined it – EQ and IQ.
Remember that Competencies are observable behaviours.
You can physically observe a marketing plan or a person’s commercial awareness. Capabilities are inner, unobservable processes and potentialities that reside within a person and the only way in which they can measured is with Psychometric Tests.
It is important therefore when compiling your assessment battery, that you use the right tools for the job. We will elaborate on this in the next module.
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