It is one thing to claim that you possess certain skills, but it can be challenging for companies to verify that you do indeed possess certain aptitudes and abilities. Whereas certain hard skills or technical skills can quickly be determined through various task-based assignments, the verification of soft skills can prove more challenging for organizations.
There are several mechanisms that Skills-Based organizations are employing to help them verify that you do indeed possess the skills that you profess. One emerging specialty for skills verification is what is known as Multi-Measure Testing, otherwise referred to as MMT.
What is Multi-Measure Testing (MMT)? Multi-Measure Testing is an approach that evaluates a candidate's abilities and potential through various types of assessments. Rather than relying on a single test or metric, MMT uses a combination of methods to get a comprehensive picture of a candidate's skills, personality, and suitability for a role. This holistic approach is becoming increasingly important as employers seek to identify the best candidates in an ever-evolving job market.
The traditional methods of hiring, which often relied heavily on resumes and interviews, are proving inadequate in today's fast-paced, skill-based economy. MMT addresses this by providing a more nuanced and accurate assessment of a candidate's capabilities. It helps in reducing biases, improving hiring accuracy, and ensuring that candidates are well-suited for their roles. This is particularly crucial in the age of AI and automation, where the right mix of skills can make a significant difference.
Let's break down the core components of Multi-Measure Testing. Each of these assessments provides unique insights into different aspects of a candidate's abilities and potential.
These tests focus on the specific skills required for the job. For example, a coding test for a software developer or a marketing strategy test for a marketing role. They provide direct evidence of a candidate’s ability to perform key tasks.
Candidates are given tasks that mimic the actual work they would do in the role. This could include writing a report, creating a presentation, or solving a real-world problem. These assignments demonstrate how candidates apply their skills in practical scenarios.
These tests measure general cognitive abilities such as problem-solving, logical reasoning, and numerical aptitude. They help predict how well a candidate can understand and process information.
These assessments evaluate personality traits that are important for the role. They can provide insights into a candidate's work style, interpersonal skills, and how they might fit into the company culture.
Behavioral assessments focus on past behavior as an indicator of future performance. They often involve situational judgement tests (SJTs) where candidates describe how they would handle specific work situations.
These tests explore a candidate’s preferences and motivations, helping to determine if they align with the role and the organizational culture.
SJTs present hypothetical, job-related situations and ask candidates to choose or rank the best responses. They measure judgement, problem-solving, and decision-making skills.
Now that we understand what MMT is and its importance, let’s shift our focus to you, the candidate. How can you thrive in an MMT screening process?
Before applying, thoroughly research the role and the skills it requires. Understanding the job description and the key competencies will help you anticipate the types of assessments you might face.
Brush up on the specific skills required for the job. If you're applying for a technical role, practice coding problems or software tasks. For marketing roles, review case studies and strategic planning.
Create sample work assignments that reflect the tasks you would be doing in the role. This not only prepares you for the assessments but also builds a portfolio that can impress potential employers.
Engage in activities that enhance your problem-solving and logical reasoning skills. Puzzles, brain games, and relevant online courses can be very beneficial.
Work on your communication, collaboration, and time management skills. These are crucial not just for assessments but for excelling in any role. Participate in group activities, take leadership roles, and seek feedback on your interpersonal skills.
Reflect on your past work experiences and how they have shaped your work style and behavior. Practice answering situational questions and be honest about your strengths and areas for improvement.
Preference tests often explore your motivations and interests. Stay true to what drives you and look for roles that align with your passions. Aligning with Skills-First and Skills-Based Organizations to increase your marketability in a skills-first economy, it's essential to align yourself with the values and practices of skills-based organizations.
Stay current with industry trends and continuously seek to improve your skills. Enroll in courses, attend workshops, and participate in professional development opportunities.
Utilize platforms like Rapid Reskill to gain new skills quickly. Our Skill Blocks offer focused, tightly structured courses that can help you rapidly acquire and demonstrate new competencies.
Document your skills and achievements in a portfolio. Include work samples, project summaries, and any certifications or training you’ve completed. This portfolio can be a valuable asset during the hiring process.
In addition to assessments, certifications can be a powerful way to demonstrate your expertise. They are widely recognized and can significantly boost your credibility. Look for certifications that are relevant to your field and invest in obtaining them. We will see a proliferation of new certifications popping up in the areas of AI, Prompt Engineering, Business Essentials and Soft Skills certifications as well.
So when you boil it all down, the primary drivers to skills-verification for Skills-Based organizations are Certifications and Multi-Measure Testing or MMT
I have a lot more to share on MMT and these new certifications, in a free course available on RapidReskill.com called the Skills-Powered Advantage Framework. I will link to that course in this episode description. I encourage you to get that free course and learn more on how you can position yourself for maximum effect in this new Skills-First landscape.
And be sure to subscribe to this podcast so you are alerted when the next episode drops, which is about becoming a Skills-Powered Practitioner. Your Skills-Powered journey will come into clarity. Until next time, consider leaving a review for this podcast. It’s the best way to add your voice to the conversation here at Urelevant!
