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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.
People with previous work experience and references can give a picture of their abilities. Individuals looking for a first job may only have a diploma showing they did well in school, leaving the employee to wonder how they will adjust to the real world away from simply studying and taking tests.
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.
A test may be administered by the company, which takes time and expense. A person already credentialed through an exam is ready to go and saves both the employer and employee the trouble of repeatedly administering and taking skill tests.
Exams that determine work readiness assess the ability of a candidate to use language and numbers in work situations. Results may be divided into three to four ranks, from which an employer can decide if the candidate is a good fit for the position.
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.
Employers may consider growth potential when reviewing candidates. Often those hunting for a first job must start at entry level. However, a company may want to invest in someone that has the ability to move on to higher positions. An independent career aptitude credential is also helpful in these cases.
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.
People with previous work experience and references can give a picture of their abilities. Individuals looking for a first job may only have a diploma showing they did well in school, leaving the employee to wonder how they will adjust to the real world away from simply studying and taking tests.
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.
A test may be administered by the company, which takes time and expense. A person already credentialed through an exam is ready to go and saves both the employer and employee the trouble of repeatedly administering and taking skill tests.
Exams that determine work readiness assess the ability of a candidate to use language and numbers in work situations. Results may be divided into three to four ranks, from which an employer can decide if the candidate is a good fit for the position.
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.
Employers may consider growth potential when reviewing candidates. Often those hunting for a first job must start at entry level. However, a company may want to invest in someone that has the ability to move on to higher positions. An independent career aptitude credential is also helpful in these cases.
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.
About the Author:
You can visit www.MyISOConsultants.com for more helpful information about Entering The Workforce With OHSAS18001 Certification Readiness.
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