Nine-tenths of competitive, open-to-the-public-job announcements rely only on the applicant’s answers to a self-assessment—beyond the review of their resume by HR—in determining whether the applicant is qualified for the position, according to a report on GSA’s Data to Decisions site.
While the assessment method was not specified for most of the rest, the data showed that fewer than 3 percent combined a self-assessment with an additional type of assessment or with the “USA Hire” tool used by some agencies. Job offers were made following 55 percent of announcements using only the self-assessment, 53 percent using self-assessment plus another assessment, and 100 percent of those using both plus USA Hire.
Assessments by subject matter experts also resulted in a job offer being made 100 percent of the time but that was used only rarely, the report said.
By agency, the GSA itself made the greatest use of assessments other than self-assessments, for 72 percent of its announcements, followed by Treasury, 57 percent; USAID, 45; SSA, 41; NSF, 38; DHS, 11; and Justice, 10.
It said that to comply with a Trump administration order to use assessments other than self-assessments in all competitive job announcements open to the public, “agencies may need to develop and validate new assessments; retrain or hire staff; integrate subject matter experts; and update systems to better track assessments and assess applicants.”
Further data on hiring, including rates at which job offers are made as a percentage of vacancy announcements by occupation, are at https://d2d.gsa.gov/report/hiring-assessment-and-selection-outcome-dashboard.