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The appendix describes each assessment’s purpose, validity rationale, and correlations with workplace performance indicators, including a table summarizing which information firms request from Harambee for shortlisting.",{"@graph":14,"@context":65},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & Report",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/document/online-appendix-job-search-and-hiring-with-limited-information-about-workseekers-skills-assessments/298472/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/online-appendix-job-search-and-hiring-with-limited-information-about-workseekers-skills-assessments/298472.png","ImageObject",300,407,{"name":42,"@type":43},"วิน","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-11-10","2026-09-18",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",13,{"@type":57,"mainEntity":58},"FAQPage",[59],{"name":60,"@type":61,"acceptedAnswer":62},"Why are alternative skill measures selected beyond the original assessments?","Question",{"text":63,"@type":64},"The appendix explains that three alternative skill measures were chosen to be unlikely to correlate with numeracy, communication, and concept formation, based on interviews with hiring managers and literature review of what firms valued and what predicts outcomes in some settings.","Answer","https://schema.org",{"og:url":32,"og:type":67,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":69,"canonical":32},"index,follow",{"doc_id":71,"site_id":7},298472,1790450803,{"code":4,"msg":74,"data":75},"success",[76,80,84,88,93,98,103,107,112,115,119],{"id":22,"doc_module":4,"doc_module_name":25,"category_name":77,"show_sort_weight":78,"slug":79},"Story & Novel",90,"story-novel",{"id":26,"doc_module":4,"doc_module_name":25,"category_name":81,"show_sort_weight":82,"slug":83},"Literature",80,"literature",{"id":33,"doc_module":4,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},"Exam",70,"exam",{"id":89,"doc_module":4,"doc_module_name":25,"category_name":90,"show_sort_weight":91,"slug":92},5,"Comic",60,"comic",{"id":94,"doc_module":4,"doc_module_name":25,"category_name":95,"show_sort_weight":96,"slug":97},6,"Technology",50,"technology",{"id":99,"doc_module":4,"doc_module_name":25,"category_name":100,"show_sort_weight":101,"slug":102},7,"Healthcare",40,"healthcare",{"id":104,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":105,"slug":106},8,30,"research-report",{"id":108,"doc_module":4,"doc_module_name":25,"category_name":109,"show_sort_weight":110,"slug":111},9,"Religion & Spirituality",20,"religion-spirituality",{"id":110,"doc_module":4,"doc_module_name":25,"category_name":113,"show_sort_weight":110,"slug":114},"World Cup","world-cup",{"id":116,"doc_module":4,"doc_module_name":25,"category_name":117,"show_sort_weight":116,"slug":118},10,"Lifestyle","lifestyle",{"id":120,"doc_module":4,"doc_module_name":25,"category_name":121,"show_sort_weight":89,"slug":122},19,"General","general",{"code":4,"msg":74,"data":124},{"doc_id":71,"user_id":125,"nickname":42,"user_avatar":126,"doc_module":4,"category_id":104,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":127,"file_id":128,"file_url":129,"file_type":130,"file_size":131,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":132,"language":133,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":134,"faqs":135,"seo_title":136,"seo_description":12,"update_tm":137,"read_time":138,"preview_page_count":4},2336475104736,"https://ap-avatar.wpscdn.com/avatar/22000c4c5e0e5b17e70?x-image-process=image/resize,m_fixed,w_180,h_180&k=1786591360781797222","Online Appendix  \n“Job Search and Hiring with Limited Information about Workseekers' Skills”Eliana Carranza, Robert Garlick, Kate Orkin, Neil Rankin  \nA Assessments  \nWe assess each workseeker's skills in six domains. Most of the assessments are already used by Harambee and by some large firms in South African during hiring. We do not claim that these are the best possible assessments for predicting workplace performance. But these are assessments that some market agents have chosen to use, have reasonable psychometric properties, and are correlated with workplan performance in some settings.  \nA.1 Firms' Use of Assessments  \nHarambee has used the numeracy, communication, and concept formation assessments since 2011 to select candidates for further job readiness training and recommend candidates to vacancies at partner firms. Harambee has placed over 160,000 candidates in entry-level jobs using these assessments. Table A. 1 shows how 33 large client firms in retail, hospitality, logistics and corporate services require Harambee to use assessments when recommending candidates for interviews.  \nAll firms used at least one assessment to screen candidates and 73% of firms used all three assessments. In contrast, only 57% required certified results on the national high school graduation exam and only 3% required references. This shows firms find this skill information useful relative to other sources of information about prospective workers' skills. Harambee also administers a set of career aptitude measures provided by a psychometric testing firm. 67% of firms in this sample used this assessment score to screen applicants, suggesting they value horizontal differentiation. We could not include this assessment in the certification because it is a proprietary instrument.  \nWe therefore selected three alternative measures of skills which would be unlikely to be correlated with numeracy, communication, and concept formation. To select these, we conducted interviews with 20 hiring managers to understand which other skills they valued in successful hires. Elsewhere, we conducted a detailed literature review of measures and selected those most overlapping with what firms valued (Esopo et al., 2018), which were also correlated with either earnings or measures of workplace performance in some settings.  \nA.2 Description of Assessments  \nConcept formation is very similar to the Raven's Progressive Coloured Matrices assessment (Raven and Raven, 2003) . It is a non-verbal measure of fluid intelligence, which captures the rate at which people learn and their conceptual reasoning. It specifically assesses the ability to ignore superficial differences and see underlying commonalities across situations and to use logic in new situations. Meta-analyses identify measures of fluid intelligence as strong predictors of worker  \nTable A.1: Firms' Use of Psychometric Assessments in Hiring  \n\n| Sector | \\#\u003Cbr>firms | % of firms using each piece of information to screen candidates |  |  |  |  |  |  |\n| --- | --- | --- | --- | --- | --- | --- | --- | --- |\n|  |  | Assessment result Communi- Concept\u003Cbr>cation formation |  | for\u003Cbr>Numeracy | Career\u003Cbr>aptitude\u003Cbr>profile | Criminal\u003Cbr>record\u003Cbr>check | High school\u003Cbr>graduation\u003Cbr>certificate | Reference |\n| Hospitality | 11 | 0.82 | 1.00 | 0.91 | 0.64 | 0.91 | 0.64 | 0.00 |\n| Retail | 16 | 0.69 | 0.56 | 0.88 | 0.81 | 0.94 | 0.75 | 0.06 |\n| Corporate | 6 | 1.00 | 1.00 | 0.83 | 0.33 | 1.00 | 0.00 | 0.00 |\n| Total | 33 | 0.79 | 0.91 | 0.79 | 0.67 | 0.94 | 0.58 | 0.03 |\n\nTable shows use of assessment results and other information by 33 firms that have long-term recruiting relationships with Harambee. Firms are coded as using an assessment if they require candidates to reach a certain threshold score on the assessment to be eligible for interviews or training programs. Firms are codedas using other documents if they require these to be submitted with the candidates' application packages. The criminal record check is a set of checks ag","cbCaifScCyjRT6Hq","https://ap.wps.com/l/cbCaifScCyjRT6Hq","pdf",1291998,42,"English","# Assessments\n## Firms' Use of Assessments\n## Description of Assessments","[{\"question\":\"Why are alternative skill measures selected beyond the original assessments?\",\"answer\":\"The appendix explains that three alternative skill measures were chosen to be unlikely to correlate with numeracy, communication, and concept formation, based on interviews with hiring managers and literature review of what firms valued and what predicts outcomes in some settings.\"}]","Online Appendix - Job Search and Hiring with Limited Information about Workseekers' Skills - Assessments | PDF",1789758177,106]