{"id":35095,"date":"2019-10-31T22:02:18","date_gmt":"2019-10-31T19:02:18","guid":{"rendered":"https:\/\/prohoster.info\/blog\/proverka-kompetentsij-s-pomoshhyu-testov-pochemu-i-kak\/"},"modified":"2019-10-31T22:02:18","modified_gmt":"2019-10-31T19:02:18","slug":"proverka-kompetentsij-s-pomoshhyu-testov-pochemu-i-kak","status":"publish","type":"post","link":"https:\/\/prohoster.info\/en\/blog\/news\/proverka-kompetentsij-s-pomoshhyu-testov-pochemu-i-kak","title":{"rendered":"Competency Assessment Through Tests \u2013 Why and How","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"

In my article<\/a><\/noindex> , I discussed 7 quick methods for assessing the competencies of IT specialists that can be applied before a large, extensive, and labor-intensive technical interview. At that time, I expressed my preference for time-limited tests. In this article, I will explore the topic of tests in greater detail.<\/p>\n

Time-limited tests are a universal tool that is well-suited for assessing the knowledge and practical skills of professionals across any field. <\/p>\n

So, the task is \u2013 we have a stream of candidate responses for a job vacancy, and we need to quickly and simply obtain additional information about candidates' skills and their alignment with our job requirements. We want such competency assessments to not take up much of our time, be highly reliable, and be convenient for candidates so that they are willing to participate in our assessment.<\/p>\n

A good solution for this task is short, time-limited tests. The limitation is not on the moment the test begins, but rather on the duration within which the candidate must answer the questions. A typical example of such a test is the exam on traffic rules, which is the first stage of the test for obtaining a driver's license. Within 20 minutes, one must answer 20 questions.
\n<\/a><\/noindex><\/p>\n

A Bit of Theory<\/h3>\n

\nIn the previous article<\/a><\/noindex> I discussed the hybrid model of decision-making by 'homo sapiens', proposed by Daniel Kahneman and his colleagues. According to this concept, human behavior is governed by two interacting decision-making systems. System 1 is fast and automatic, ensuring the body's safety and requiring minimal effort to form a decision. This system learns based on experiences gained throughout life. The accuracy of decisions made by this system depends on personal experience and training, while speed depends on the individual's nervous system characteristics. System 2 is slow, requires effort and concentration. It provides us with complex reasoning and logical conclusions, and its operation reveals the potential of human intelligence. However, the functioning of this system consumes resources\u2014energy and attention. Consequently, most decisions are made by System 1, making human behavior much more efficient. System 1 learns over time through the efforts made by System 2, but later provides quick automatic responses. System 2 is a universal problem solver, but it works slowly and quickly gets fatigued. While it is possible to improve System 2, the limits of potential enhancements are quite modest, and this requires prolonged and intense effort. There is a high demand in human society for the 'training' of System 1. When we seek someone experienced in a particular area, it means that their System 1 is trained to quickly solve the tasks we need. <\/p>\n

I believe that the best way to assess the capabilities of a person's System 1 in a specific area of knowledge is through time-limited tests. A well-constructed test allows for quick evaluation and comparison of a large number of candidates. It is a tool for quantifying the control of knowledge and skills. <\/p>\n

How to create a good test?<\/h3>\n

\nThe task of a well-constructed test is to determine the level of training of a candidate's System 1 regarding the knowledge and skills you need. To create such a test, one must first identify the relevant topics and necessary skills, and then formulate questions and answer options. <\/p>\n

So, here are my criteria for preparing a test that accurately and effectively assesses the candidate's knowledge and skills:<\/p>\n

    \n
  1. The questions and answer options should be straightforward. Either you know the correct answer or you don't. There's no need to complicate the test with extensive reasoning or calculations. <\/li>\n
  2. The test should be time-limited. You can even limit the time to think about each answer. If a candidate can't decide on an answer within, say, 30 seconds, then long deliberations are unlikely to help. Googling the correct answer in 30 seconds should also be challenging. <\/li>\n
  3. The questions should be about practices that are genuinely needed in the job \u2014 not abstract or theoretical, but strictly practical.<\/li>\n
  4. Ideally, there should be several questions on each small topic. These questions can vary for different candidates (similar to different variants of tests in school) or all be included in a longer test option.<\/li>\n
  5. The number of questions and the time allocated to complete the test should be closely linked. Measure how long it takes to read the questions and answer options. Add 10-20 seconds for each question to this time \u2013 that's for thinking and choosing an answer.<\/li>\n
  6. It's advisable to test the exam on your employees and time their completion to determine an adequate duration for candidates.<\/li>\n
  7. The volume of the test depends on its intended use. For an initial assessment of competencies, in my opinion, 10-30 questions with a time limit of 5-15 minutes is sufficient. For a more detailed skills assessment, tests lasting 30-45 minutes with 50-100 questions are appropriate. <\/li>\n<\/ol>\n

    \nFor example, here is a test that I recently developed and used during the selection of candidates for the IT recruiter position. The test was allotted 6 minutes, and the timing was monitored manually and based on trust. All tested candidates completed it within this time. I spent 30 minutes preparing the test. docs.google.com\/forms\/d\/e\/1FAIpQLSfL2pUZob2Xq-1taJPwaB2rUifbdKWK4Mk0VREKp5yUZhTQXA\/viewform<\/a><\/noindex><\/p>\n

    You can take the test, and at the end, you will be able to see where you made mistakes. When candidates took this test, their mistakes were not shown; we discussed the errors later during interviews with candidates who made no more than 3 mistakes.<\/p>\n

    Tools<\/h3>\n

    \nRight now, I'm creating tests and surveys using Google Forms \u2014 a simple, convenient, versatile, and free tool. However, I find it lacking some features to truly call Google Forms a good tool for test creation. My main complaints about Google Forms are:<\/p>\n

      \n
    1. There is no tracking and control of the time spent on both the entire test and each question. This provides more information about the candidate's behavior during the test. <\/li>\n
    2. Since Google Forms isn\u2019t specifically designed for tests by default, many important options for tests (such as 'answering the question is mandatory' and 'shuffle responses') have to be checked for each question \u2014 which requires time and attention. To have each question displayed on a separate screen, you need to create separate sections for each question, which also leads to a lot of additional clicks.<\/li>\n
    3. If you need to create a new test as a combination of segments from several existing tests (for example, to gather a test for a full-stack developer from part of the questions for frontend and backend in a specific language), you have to duplicate the questions manually. There is no option to select and copy multiple sections or questions into another form. <\/li>\n<\/ol>\n

      \nColleagues, if you know better solutions for creating tests, please share them in the comments.
      \n
      Source:       habr.com<\/a><\/p>","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"excerpt":{"rendered":"

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