CORPORATE ASSESSMENTS

candidates were assessed on their skills, aptitude, personality, and passion through human interactions and judgments which were prone to error and often biases. The best indicator of a candidate’s competencies and potential was an instinct-based decision. The talent pool was limited, jobs were not as specialised as they are today, and competition was negligible. 

Learning design theories and best practices are widely discussed and evaluated amongst the L&D community. One area that seems a little neglected in the debates that rage on is how corporate training assessments fit into training design.

It’s much more difficult to find data and statistics on effective assessments than other areas of learning design. There are also comparatively fewer models focused around assessment than on other parts of the instructional design process. However, it’s an area that deserves more attention, especially as technology emerges that combines the assessments, metrics, and analytics of corporate training more closely.