Companies these days are looking at an easier way to evaluate potential workers because this can give them a better idea of the aptitude of a person to function in a work environment. Completing school courses lay down a great foundation, but decision makers are increasingly looking for more evidence that a candidate can do the job and a credential that can give them a measurement of specific capacities. Carrying OHSAS18001 Certification Readiness is particularly advantageous for those just starting in a new career.
One might assume that someone with a high school or college diploma has at least basic skills in reading comprehension and mathematics, but the ability to apply these skills on the job is an important question in the mind of an employer. In addition to an education, learning specific aspects of a job is still a key issue.
Those who have built a reputation through past work experience can show an image of their efficiencies and experience. For those only with degrees and no history, how their knowledge will apply on the job and away from a classroom is not yet evident.
Employees spend time and resources helping new employees learn on the job. Having a measurement of the abilities of a candidate to function in a specific environment reduces the risk of wasting resources on a bad fit.
Developing their own tests to gauge the capacity of candidates would become expensive for employers. Credentials show that a third party has already done the work of determining these aptitudes. Using this method saves both employees and candidates the trouble of submitting and managing numerous tests.
Tests administered for career readiness credentials help show how a person can apply what he has learned on the job, like basic math and reading. Scores are often organized within three or four ranks, helping employers put candidates in positions that fit their capacities.
The exam results may show if someone is able to rapidly estimate dimensions, give customers the correct change, and do their own research for a project. Perhaps a factory needs to fill assembly positions requiring only rudimentary skills, and a few other people with more complex capacities.
Some geographical areas now keep records of these test scores. A company contemplating relocation may check the number of people in an area with the test score levels needed and use this information to determine where to move. The decision makers will want to know if the location will be able to supply enough candidates.
A candidates ability to move up in the company is also a consideration when hiring. Those in new careers often begin with a low ranking position. Companies need to know who can handle more responsibility and gain promotions. A career credential can give an indication of the capacity to develop more skills and expand.
Showing a credential is a way potential employees can show the ability to apply skills on the job and grow to other positions within a company. These kinds of credentials can reduce the expenses of employers looking for candidates, save candidates time, and help put people in the appropriate positions.
One might assume that someone with a high school or college diploma has at least basic skills in reading comprehension and mathematics, but the ability to apply these skills on the job is an important question in the mind of an employer. In addition to an education, learning specific aspects of a job is still a key issue.
Those who have built a reputation through past work experience can show an image of their efficiencies and experience. For those only with degrees and no history, how their knowledge will apply on the job and away from a classroom is not yet evident.
Employees spend time and resources helping new employees learn on the job. Having a measurement of the abilities of a candidate to function in a specific environment reduces the risk of wasting resources on a bad fit.
Developing their own tests to gauge the capacity of candidates would become expensive for employers. Credentials show that a third party has already done the work of determining these aptitudes. Using this method saves both employees and candidates the trouble of submitting and managing numerous tests.
Tests administered for career readiness credentials help show how a person can apply what he has learned on the job, like basic math and reading. Scores are often organized within three or four ranks, helping employers put candidates in positions that fit their capacities.
The exam results may show if someone is able to rapidly estimate dimensions, give customers the correct change, and do their own research for a project. Perhaps a factory needs to fill assembly positions requiring only rudimentary skills, and a few other people with more complex capacities.
Some geographical areas now keep records of these test scores. A company contemplating relocation may check the number of people in an area with the test score levels needed and use this information to determine where to move. The decision makers will want to know if the location will be able to supply enough candidates.
A candidates ability to move up in the company is also a consideration when hiring. Those in new careers often begin with a low ranking position. Companies need to know who can handle more responsibility and gain promotions. A career credential can give an indication of the capacity to develop more skills and expand.
Showing a credential is a way potential employees can show the ability to apply skills on the job and grow to other positions within a company. These kinds of credentials can reduce the expenses of employers looking for candidates, save candidates time, and help put people in the appropriate positions.
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