DISCLAIMER:
- The ANSON applicant values and psychometric questionnaires are for candidate selection purposes only.
- No questionnaire or procedure measures a personal trait or ability with perfect accuracy for every single person, nor will they be completely accurate in predicting performance.
- The reports are based on your answers to the questionnaire and should be used as an indicator of your personality not a definitive answer. Use the parts that you recognise as applying to you and discuss with friends and colleagues those that you may disagree with.
- A values and psychometric tests is only one element of a comprehensive applicant evaluation process, that also includes resume reviews, interviews and background checks.
Principles of Assessment
- Privacy Concerns: We will always explain:
- Why the candidate is being tested.
- Fairness of the test.
- Confidentiality of test results
- How the test results will be used in the assessment process.
- Purposeful assessment tools: Our assessments are designed specifically for the community and Not-for-Profit sector and the roles being hired for.
- Whole-person approach: All assessment tools are fallible and potentially subject to errors in measuring traits and in predicting job performance. For this reason we use a variety of tools and approaches to build a comprehensive picture of the skills and capabilities of applicants and employees. We never rely on one assessment tool.
- Unbiased and fairness to all groups: Using unbiased and fair tests create a diverse workforce and ensure no illegal discrimination. We use a range of techniques including bias awareness; gender, age, ethnicity and disability neutral language; a ‘blind’ data driven approach; reviewing hiring patterns for hidden biases; standardised interviews; and ensuring minority groups are provided equal opportunities to show their capability.
- Testing people with disabilities: ANSON make best endeavour to ensure those candidates with particular needs or impairments will be appropriately accommodated to ensure that qualified individuals have an equal chance to demonstrate their potential. Our staff are trained to, wherever possible accommodate necessary adjustments that do not cause “undue hardship”.
- Ethnic, linguistic, and cultural differences and biases: For some groups test scores will not accurately predict their true job potential. In these instances we include other assessment techniques, such as interviews, evaluations of education and work experience to make an employment decisions. Additional time and support may be provided to ensure that the candidate’s potential has been fully and fairly explored.
- Valid assessment instruments and procedures: We ensure our assessment and selection tools measure the candidate’s characteristics defined in the role criteria accurately and consistently. In addition, we review the performance of placements to ensure predictive outcomes are demonstratable.
- Understandable and comprehensive documentation: We ensure that our instructions for the administration and interpretation of are clear and understandable, with sufficient information to ensure the candidate’s and the administrator’s fully understand the evaluation tools and interpret the outcomes.
- Training: The usefulness of test results depends on proper administration, scoring and interpretation. We ensure our administrators are fully trained.
- Testing conditions for all test takers: Extraneous influences such as noise, poor lighting, inaccurate timing and faulty equipment may adversely affect test takers. Our tests are delivered on-line with candidates typically taking them either in the workplace or at home. To ensure the reliability and validity of the assessments, candidates should ensure that the tests are taken in a suitable environment with good internet access. If the candidate does not have access to the internet then ANSON can help to arrange a suitable environment.
- Assessment security: All materials used in the assessment process, whether paper-and-pencil or computer-based, are kept secure to ensure candidates do not have access to test questions beforehand, as this would invalidate their scores and the integrity of the test.
- Results confidentiality: Assessment results are highly personal and sensitive. Assessors and employers must respect the test taker’s right to confidentiality. Assessment results will only be shared with those who have a legitimate need to know. This includes the staff interpreting results and those making the employment decisions. Personal information will not be released to other organizations or individuals without the informed consent of the test taker.
- Proper interpretation: Our tests are designed to draw inferences about candidates’ characteristics, capabilities, and future performance avoiding stereotypes and biases. All assessors are trained to interpret results properly to ensure that the conclusions drawn are accurate and that there is solid evidence to justify the test scores. This ensure we can provide the best information available to make employment decisions.
- Appeals and retesting: We endeavour to ensure each test taker has a fair chance to demonstrate his or her best performance. If they candidate feels that they did not show their full capability, in some circumstance’s candidates may be allowed to retake an assessment. This is at the discretion of ANSON.