Assessments

Hands-on or Performance testing is a no-brainer for organizations that seek to differentiate by increasing fidelity of their certification program.

The message is loud and clear that “certification matters.”  As reported by Global Knowledge in their 2021 IT Skills and Salary report, 76% of IT decision-makers experience critical skills gaps on their teams, a 145% increase since 2016. On the flip side, 80% reported benefits of certification including faster performance, higher engagement, and better work outcomes. Today, more hiring managers are seeking applicants with certifications to fill in-demand roles.

Not only are certifications important, but so is the type of certification. At TrueAbility we often tout the fact that not all certifications are created equal. We base this on how many educational objectives an exam captures, if the exam is prone to test breach (cheating) and if the test-taker can demonstrate real skills.

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It was 2AM. After another late night call with a frustrated exam taker in APAC, Jim rubbed his eyes and let out a deep sigh. 

Jim was really worried about the future of his company’s performance-based certification program. Everything seemed to be unravelling at once after a great initial launch in North America. 

As Jim and his small team began to expand the program to Europe and Asia, so too did the support issues related to the delivery of their exams. Network latency, software defects, misconfigured exam environments, challenges with remote proctoring, and a host of other issues were putting an enormous strain on his team. They were up at all hours of the night dealing with unhappy users, which affected their ability to create new exams and market the program. 

The stakes were personally high for Jim too. He had advocated for transitioning the company’s certification program to performance-based exams in order to make the exams more meaningful. He was also the one who decided to build the exam delivery platform in-house.

As the night wore on, Jim began to wonder if the time had come to find a partner to help him deliver and support his performance-based exams. He also wondered if such a company even existed.

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Subject: Refund Request.

The words practically jumped off Janet’s monitor.

Since launching her organization’s performance-based certification (PBC) program, the certification manager had received more unhappy emails than she cared to admit. The irony? 

The complaints weren’t because there was anything wrong with the program itself. Janet, and her lean team of two coworkers, spent 16 months developing a quality PBC program. 

In fact, the team went over budget after outsourcing a UX professional, devops engineer and cyber security engineer to leave no stone unturned. Unfortunately, Janet was now dealing with a problem she had never anticipated: Growing pains. 

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Performance-based tests have substantial impact on the role of the psychometrician. They require skills in analyzing qualitative data, facilitating group discussions, pragmatics, and correlating variables.  But, let me start by defining psychometrics and describing what psychometricians do.

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Since the dawn of the Pinterest era, DIY has become ubiquitous with crafters building home decor on weekends.

Unfortunately, most certification managers don’t exactly associate the term with the same level of enthusiasm. And that is because they are often building new exams out of necessity, not love.

Creating a performance-based certification platform in-house involves several moving parts, such as exam design, platform programming, latency testing and more.

SMBs that can only devote one to three team members are the most likely to experience setbacks due to trial and error. Budgetary constraints, unfamiliar technical specifications and poor contractor communication are often additional cause for frustration.

Most of the certification managers we meet at conferences wish they could hire someone to manage and execute PBC for them. However, they assume that doing so would be out of budget.

They are surprised when we tell them that often isn’t true. Their jaw drops even more when they learn they may actually be overspending on contractors who don’t fully deliver!

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What a waste of time…  

If you’ve ever uttered the phrase after attending an employee training program, you’re not alone. Despite U.S. companies continually spending more money on training, 75 percent of respondents surveyed by McKinsey & Co. indicated such efforts did not improve employee performance.

The primary culprit? Marathon learning sessions that overload team members with information that is never revisited. Read More

You’ve analyzed the data.  

You’ve done your homework.

And you’re ready to transition from multiple-choice question exams to performance-based certification (PBC).

There is just one problem — you still have to convince “the boss” that adopting the new program format is the right move for everyone.

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How knowledgeable are you when it comes to MCQ exams?

Would you win a round at trivia night, answering the following?

True or false:

• The longest answer on an exam is usually the correct one.
• Exam answers hardly ever repeat consecutively.
• The answers “none of the above” and “all of the above” are correct responses on multiple choice question exams 52% of the time.

If you answered “true” for all of the above, pat yourself on the back and congratulate yourself for being a big nerd! Regardless of your score, read on to learn why performance-based assessment excels where MCQ fails.

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Expensive. Complicated. Time-consuming.

These are some common misconceptions held by software and platform companies considering Performance-Based Assessment (PBA).

What has motivated companies like Google, Elastic and Chef to make the switch in recent years, despite these misconceptions?

Instead of presenting candidates with only multiple-choice questions — that don’t accurately measure true ability — these organizations can now test users and channel-partners in real world environments that emulate actual project scenarios.

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