9
Use of Self-Report Assessment Tools
In the advent of the 2010 Presidential Memorandum on Hiring Reform, the use of narrative essays in
the first step of the application process to assess applicants was eliminated. At this time, automated,
self-report assessment questionnaires became an extremely popular assessment option. These self-
report assessment tools were relatively easy to develop and automate. Unfortunately, they were also
less effective in identifying top-performing candidates for positions. This was due to a variety of factors
(e.g., transparency of the “best” response options, candidates inflating their experience or abilities, and
overall limitations of this style of assessment tool and self-report information). Subsequently, in 2020,
Executive Order 13932 was issued, which bars agencies from relying solely on self-report assessment
tools in the assessment process prior to the development of a certificate of eligibles. Self-report
questionnaires can still be used in conjunction with another assessment tool that measures job-related
competencies without relying on self-report ratings. The requirements of Executive Order 13932 apply
to all vacancies in the competitive service with the exception of competitive hiring actions that do not
require competitive rating and ranking of candidates (e.g., when using a direct hire authority). It does
not cover vacancies in the excepted service (e.g., Pathways, Schedule A hiring).
There are many situations when the use of a self-report assessment tool can be used. For example, a
self-report questionnaire asking about candidates’ technical skills or expertise might be paired with an
assessment of general competencies such as USA Hire. In this situation, it is a good idea to follow up the
technical questionnaire with questions about technical skills or expertise during a hiring interview. A
self-report questionnaire asking about candidates’ technical skills or expertise could also be paired with
a more manual type of assessment tool, such as a SME panel interview, structured resume review, or
evaluation of a writing sample from the candidate (note: you must ensure candidates have been
screened for minimum qualifications prior to requesting or prompting a writing sample, per the 2010
Hiring Reform Memorandum). When asking about technical skills or expertise in these situations, it is a
good idea to verify responses from the self-report questionnaires. Additionally, it is a good idea to base
some part of the assessment process on general competencies (e.g., interpersonal skills, teamwork,
writing), as those will often dictate how effective a candidate will be in applying their technical skills or
expertise on the job.
Another best practice to reduce response inflation from candidates while using self-report
questionnaires is to provide a strong verification statement up front in the job opportunity
announcement or the instructions of the self-report questionnaire. This may lead candidates to respond
more honestly about their skills and expertise. The exact wording can vary, but often a verification
statement will inform candidates that 1) their responses to the questionnaire will be verified, and 2) that
there will be consequences for falsification of their information (e.g., adjustment of their score on the
questionnaire, removal from consideration for the position, etc.). When using a verification process, it is
critically important that you follow the process outlined for applicants in the initial verification
statement (e.g., do not adjust their score if it was not stated that was a possibility for falsifying
information).