ASSESSOR GUIDELINE

TMP Recruitment
(Phase 1 - 2015)

AGENDA
1. why assessor needed?
2. what is the process of assessment?
3. what assessors need?
A. necessary materials
B. assessing method
4. Tips for assessor

WHY WE NEED ASSESSOR?

To create assessors pool in our LC in term of annual recruitments
we have skillful and experienced assessors so that we can choose
the right people, and make sure we
To give chances for LC members to develop assessment skills and
keep track of their development in a structured way.

WHAT IS THE PROCESS OF ASSESSMENT?

interview
Your assessment will
be mainly in these
two rounds

Presentation and assessment

center
Application form

Ebs will be in charge

from this round

WHAT ASSESSORS NEED?

NECESSARY MATERIALS

In order to have better preparation for the recruitment, you are supposed to read
bear in mind carefully these kinds of materials :
Go to this LINK and MUST READ the first sheet "Assessor Pool Introduction"
Make sure you
are clear of
your
responsibilities
based on your
level

Open sheet "Assessor Tracking Tool" to see your current level

of assessment.

Make sure you are clear of

your responsibilities based on
your level

Assessor Pool Introduction

COMPETENCY VALUE MODEL

Read the competency value model (the first sheet), go through carefully each
behaviour.

Read the criteria matrix and note which competencies are

needed to be checked in each round

Carefully take
attention to which
round you are
assessing

X means this
competency needs to
be checked

MATERIALS IN USE

You will need to use these forms during your assessment ( OC TMP will deliver
them before presentation day & assessment center and interview day)

For each behavior in a

competency that candidate
can show, mark + for
positive ; _ and 0 for no
observation

MATERIALS IN USE
You will be delivered the assessment scoring framework during the
recruitment process

MATERIALS IN USE
APPLICATION FORM (ONLY FOR EBS)
mark "+" for positive
behaviours, "-" for
negative behaviour and
"0" for no observation
of that behaviour

MATERIALS IN USE
PRESENTATION DAY AND ASSESSMENT CENTER FORM

mark "+" for positive behaviours, "-"

for negative behaviour and "0" for
no observation of that behaviour

Write down questions and

take-note candidates
answers

MATERIALS IN USE
INTERVIEW FORM

mark "+" for positive

behaviours, "-" for
negative behaviour and
"0" for no observation of
that behaviour

MATERIALS
please fill candidates final scores in the consolidation form online when finishing your evaluation

ASSESSING METHOD
APPLICATION FORM (FOR EBS ONLY)

Go to recruitment workspace
LC FTU HCM on Podio , them
sort your job you are in
charge of assessing and
start your assessment

ASSESSING METHOD
APPLICATION FORM (FOR EBS ONLY)

Note : if one job has more than one EB to be in charge , you can discuss to arrange the
person who is final in charge and fill in the Assessment Time Arrangement

ASSESSING METHOD
APPLICATION FORM (FOR EBS ONLY)

Update
scores in
this link
You will mark in each cell
for each candidate
For example : there are 6
cells in a round,and you will
mark for 6 candidates

After you finish scoring, please

update candidates result on
consolidation online form

mark "+" for positive

behaviours, "-" for negative
behaviour and "0" for no
observation of that behavior

ASSESSING METHOD
PRESENTATION DAY AND ASSESSMENT CENTER

Before
Understand
criteria and jobs
requirement to
know what to
check
Read reports
before head

During

After

Carefully observe
Raise questions

Discuss and agree

on marks
Use benchmark to
score candidates
performance
Update scores
onto online
consolidation form

ASSESSING METHOD
INTERVIEW
Before

During

After

Check candidates
information on
consolidation online
form
Decide what
competencies to
check, them note
down and mark on
assessment sheet

Ask relevant
questions
Give purposed
follow-up questions
Note + mark
behaviors

Go through notes,
discuss and agree
on marks
Use benchmark to
score candidates
performance
Update scores onto
online consolidation
form

TIPS FOR ASSESSORS

Be purposeful

Have competency base behavior + past experience

Follow up STAR : Situation Task Action Result
Be skeptical

Really understand about assessment

Read body language
Build rapport