Monster Government Solutions

Candidate 1 Candidate 2

Both of the professionals above have said that they are expert analysts. On paper, both appear to be qualified, but only one of them truly is. How can you tell the difference?

It is all about the questions that you ask. During the recruitment process it is critical to develop questions that include answers that reflect valid and relevant work behavior and measure those levels of complexity for each task.

From the world of academia we can pull a resource that will be effective in properly measuring a candidate’s ability. Bloom’s Taxonomy was initially published in 1956 by academic and educational expert Dr. Benjamin S. Bloom and was created in and for an academic context to develop a system of categories of learning behavior to assist in the design and assessment of educational learning.

Using Bloom’s Taxonomy as a basis, we can develop criteria that can determine a candidate’s level of learning development and their ability to master job tasks over time by using the right key words to measure a candidate’s knowledge, attitude and skill level.

For the example used above, we can determine the expert analyst by looking for key words such as analyze, break down, measure, test, examine, extrapolate, manage, appraise, direct, or defend etc.

For more information about how to develop the best questions to determine a candidates competencies, download this white paper authored by our in-house expert, John Milatzo.

Share This