This will vary depending on the assessment you are using. But, for the most part, you can use assessments for hiring and selection, leadership development, improving manager-employee relations, enhancing team relations and performance, individual development plans, succession planning, career planning, and talent mobility.
Many companies use assessments as part of the above-mentioned processes, and employees and candidates have grown accustomed to expecting them. However, we also find that using assessment tools can raise concerns among some employees. The key things to always keep in mind are:
- Communicating why and how you are using the assessments
- Keeping the process consistent
- Determining which processes are valuable to have the assessment data
- Deciding when in the process you should get that data
This will help you ensure you give all candidates/employees equal opportunities.