Key Responsibilities and Required Skills for a Job Assessment Coordinator

🎯 Role Definition

The Job Assessment Coordinator is a specialist role within the Human Resources and Talent Acquisition function, acting as the central hub for the administration, coordination, and support of all pre-employment screening and assessment activities. This position is critical for ensuring a fair, consistent, and legally defensible selection process that provides data-driven insights to hiring managers. The Coordinator guarantees a seamless and positive candidate experience with our assessment tools while managing vendor relationships, maintaining system integrity, and providing foundational analysis to measure the effectiveness and impact of our talent evaluation strategies. This role is instrumental in helping the organization make better, more informed hiring decisions.

📈 Career Progression

Typical Career Path

Entry Point From:

Recruiting Coordinator
HR Coordinator
Administrative Assistant (HR or Executive)

Advancement To:

Talent Assessment Manager or Specialist
Senior Recruiter / Talent Advisor
Organizational Development Specialist

Lateral Moves:

Recruiter
HR Generalist

Core Responsibilities

Primary Functions

Coordinate and schedule a high volume of candidate assessments, including cognitive tests, personality inventories, and work sample simulations, across multiple roles and global time zones.
Manage the end-to-end administration of the assessment process, from sending platform invitations and detailed instructions to troubleshooting technical issues for candidates and internal stakeholders.
Serve as the primary, professional point of contact for candidates regarding all assessment-related inquiries, ensuring a positive, supportive, and brand-aligned candidate experience.
Maintain and meticulously update the master assessment library, ensuring all test materials, scoring keys, user guides, and normative data are current and accurately cataloged.
Act as the lead system administrator for third-party assessment platforms (e.g., SHL, Hogan, Pymetrics), managing user access, configuring new assessments, and resolving technical issues.
Liaise directly with assessment vendors to understand new features, system updates, and industry best practices, communicating relevant information to the broader HR and Talent teams.
Monitor assessment usage, candidate completion rates, and vendor performance against established service level agreements (SLAs), providing data for performance reviews and contract renewals.
Generate, format, and distribute individual and group assessment reports to recruiters and hiring managers, providing initial interpretation and highlighting key data points for consideration.
Compile and analyze assessment data to track key performance indicators such as pass/fail rates, candidate demographic trends, and time-to-complete metrics for different roles.
Assist Talent Analysts and I-O Psychologists in conducting validation studies by gathering and correlating assessment scores with on-the-job performance data (e.g., performance reviews, sales numbers).
Prepare regular dashboards and summary reports for HR leadership that communicate the effectiveness, usage, and return on investment (ROI) of the talent assessment program.
Partner with Talent Acquisition and business leaders to identify assessment needs for new and updated roles, recommending appropriate and job-relevant assessment solutions from our existing library.
Participate in the research, evaluation, and selection of new assessment tools and technologies that align with our goals for enhancing hiring quality, efficiency, and diversity.
Develop and maintain comprehensive Standard Operating Procedures (SOPs), training materials, and user-friendly job aids for recruiters and hiring managers on using assessment tools effectively.
Support the implementation of new assessment strategies across the organization, including piloting new tools, gathering user feedback, and contributing to change management communications.
Ensure all assessment practices are administered consistently and equitably, adhering to legal guidelines (e.g., EEOC Uniform Guidelines, ADA) and professional standards for testing.
Maintain strict confidentiality of all candidate data and assessment results, managing and storing data in compliance with GDPR, CCPA, and other applicable data privacy regulations.
Assist in documenting the job-relatedness and business necessity of each assessment to ensure legal defensibility and mitigate potential risk in the hiring process.
Conduct periodic audits of the assessment process, from invitation to data storage, to identify and rectify any inconsistencies, potential biases, or process gaps.
Stay current on industry trends, best practices, and emerging research in the fields of personnel selection, psychometrics, and talent assessment technology to serve as a subject matter resource.
Train recruiters and hiring managers on the proper administration and ethical interpretation of assessment results to ensure consistent and fair application in the hiring decision-making process.
Manage the inventory and licensing of assessment materials and platform seats, tracking usage against budget and ensuring the cost-effective allocation of resources across the organization.

Secondary Functions

Support ad-hoc reporting requests from HR and business leaders regarding candidate pipeline and assessment metrics.
Contribute to broader Talent Acquisition projects, such as employer branding initiatives or recruitment event coordination, as needed.
Assist in the user acceptance testing (UAT) for new HR technology integrations related to the recruitment lifecycle.
Participate in departmental meetings and contribute to continuous improvement discussions for the entire Talent Acquisition function.

Required Skills & Competencies

Hard Skills (Technical)

Applicant Tracking System (ATS) Proficiency: Hands-on experience navigating and managing candidate workflows in systems like Workday, Greenhouse, Taleo, or Lever.
Assessment Platform Administration: Direct experience managing and administering third-party assessment platforms such as Hogan, SHL, Pymetrics, HireVue, or similar tools.
Data Management & Analysis: Strong command of Microsoft Excel or Google Sheets for data manipulation, tracking, and basic analysis (pivot tables, lookups, charting).
HRIS/Data Privacy Knowledge: Foundational understanding of HR data principles and regulations, including EEOC, GDPR, and ADA, as they relate to hiring.
Reporting & Visualization: Familiarity with creating basic reports and dashboards, with exposure to tools like Tableau or Power BI being a plus.

Soft Skills

Exceptional Organization & Time Management: Demonstrated ability to juggle multiple, competing priorities and deadlines in a fast-paced, high-volume environment without sacrificing quality.
Meticulous Attention to Detail: A relentless focus on accuracy in scheduling, data entry, candidate communication, and reporting is absolutely essential for success.
Clear & Professional Communication: The ability to articulate complex information clearly and concisely, both in writing and verbally, to candidates, senior leaders, and vendors.
Strong Customer Service Orientation: A genuine commitment to providing a supportive, responsive, and positive experience for all candidates, regardless of outcome.
Proactive Problem-Solving: The capacity to anticipate potential issues, troubleshoot technical or logistical problems independently, and escalate appropriately when necessary.
Discretion and Unwavering Integrity: Proven ability to handle highly sensitive and confidential candidate information with the utmost professionalism and ethical judgment.

Education & Experience

Educational Background

Minimum Education:

Bachelor's Degree

Preferred Education:

Master's Degree

Relevant Fields of Study:

Human Resources
Industrial-Organizational Psychology

Experience Requirements

Typical Experience Range:

2-5 years of experience in a coordination role within Human Resources, Talent Acquisition, or a related field.

Preferred:

Direct experience in a role focused on administering pre-employment assessments, managing testing programs, or supporting psychometric tool implementation.