Based on the assessment resources, you need to identify the contextualisation needs of the candidate. This may include:
- The specific industry or sector in which the candidate works
- The specific job role or roles that the candidate performs
- The specific tasks that the candidate is required to perform in their job role(s)
- The specific knowledge, skills and attributes that the candidate needs to possess in order to perform their job role(s) effectively
- The specific workplace environment in which the candidate works
- The specific organisational requirements of the organisation in which the candidate works.
Once you have identified the contextualisation needs for the candidate, you will need to determine how these needs can be met. This may involve:
- Modifying the assessment resources to make them more relevant to the candidate’s specific industry, sector, job role(s), tasks, knowledge, skills and attributes
- providing additional resources to the candidate that are specifically related to their industry, sector, job role(s), tasks, knowledge, skills and attributes
- ensuring that the assessor is familiar with the candidate’s specific industry, sector, job role(s), tasks, knowledge, skills and attributes.
It is important to ensure that the contextualisation needs of the candidate are met as this will enable the candidate to demonstrate their true capabilities and potential during the assessment process. By meeting the contextualisation needs of the candidate, you will also be ensuring that the assessment process is fair, valid and reliable.
