One assessment is not the other. There are many different types of assessment within the assessment world, all of which are used for a different purpose. What exactly are the types of assessments? When can you expect which? You can read it below.
The selection assessment is the most common type of assessment. This type is used during application procedures. The selection assessment aims to find a suitable candidate from an often large pool of applicants. This assessment looks at how successful you will be for the job in question. An aptitude test is often used for this type of assessment to screen candidates based on their intelligence quotient.
A development assessment is similar to the selection assessment in many respects, but often has a broader objective. A development assessment often takes place when you are already working at an organization and may be suitable for another position that is open. This assessment type does not aim to provide a suitable / unsuitable judgment, but focuses on creating a strength-weakness analysis. A variant of this development assessment is the potential assessment. This assessment is often carried out with new, promising employees to see what talents they have. This assessment focuses even more on how someone can develop in the future than in the normal development assessment.
The career assessment aims to see which job suits you best. We look at which change is most obvious based on your motives, competences and personality. A career assessment is actually only applied when there is a need or desire to change jobs. A career assessment often has a fairly open objective and is also largely shaped by you. Consider carefully what you want to achieve with this assessment and which way you would like to go with your career.
Just like a career assessment, an outplacement assessment often has a certain necessity from the business situation. An example of this may be: the company is undergoing a reorganisation and your position will be canceled. The context is often different for every person. That is why a lot of attention is paid in this assessment to the preliminary phase and your experience of the situation