Top 5 Online Assessment Myths Exposed
By Bill Schult CBA,CBMA
Here are the top 5 myths about online employee selection and development assessments. These are most certainly unfounded myths! Should an organization consider not using assessments based on them, they will hire more underperforming employees than organizations who are using assessments in their hiring process.
1. Take too much time complete
Some people fear that validated, online assessments will add additional time to their existing HR processes and delay making the final hiring decision. Actually the opposite is true.
Validated assessments introduce a no-nonsense step into the process that allows more effective decisions to be made more quickly and a better outcome achieved with more confidence. Similarly, when validated assessments are administered online, technology enables the assessment to be administered earlier in the process on more people. This means that HR professionals are provided with objective, non-emotional insight into more candidates that allows them to make valid comparisons and decisions more quickly.
For example, in a recruiting process that does not use validated online assessments, selection decisions must be made manually reviewing non-objective application information such as a resume or the interview . Anyone who has had to do this will tell you just how long this takes and how much fun the process is! By having candidates complete online assessments HR professionals can produce quality final candidates in less than a quarter of the time.
There is a common misconception that assessment testing is an expensive practice.
The investment for using validated assessments is minimal when compared to the cost of turning over 10% of a sales force for example.
The impact of a bad decision in recruiting, employee development or reorganizing can be enormous in financial terms not to mention the indirect costs of frustration, time delays and unhappy customers.
3. Negative candidate experience
The argument often is that testing is not popular with job candidates and that it leaves a bad taste in their mouth in relation to the recruiting process and their organization.
Research into candidate feedback has found that a variety of factors can be influenced to ensure positive perceptions of the recruiting process. Good practices include providing appropriate instructions and information regarding the assessment prior to beginning the assessment, appropriate opportunity for communication throughout the process and feedback on completion. This degree of courtesy is seen as being professional and serious about making the right selection decision.
Consequently, in this technology driven day and age its actually more likely that candidates will have a negative perception of organizations who are not using online assessments. Why would a recent graduate want to work for an organization still stuck in the dark ages using unwieldy manual processes?
An organization’s recruitment process is one of the largest marketing campaigns it will run and it is important that all candidates are seen as either prospective new employees or clients. For this reason it is important that valid assessments be applied to all recruiting processes. Doing so will add to the candidate experience and positive perceptions of the organization.
When used appropriately, online assessments offer a consistent and objective way of comparing candidates free of personal bias. All candidates are compared on the same criteria that have been proven to predict success in a particular job.
There are some important considerations to apply to ensure industry standards are met.
It is important when selecting a online assessment for any purpose that what you are measuring relates to the outcome you are trying to achieve. In recruiting it is important that the type of assessments used predict outcomes that are related specifically to the job in question
But not only is the selection of assessment type important, but the impact of the comparison group or normative data within the assessment is essential. That is, when someone completes an assessment, their individual responses are compared to a group of individuals to be able to apply meaning to their score. This determines where this individual ‘fits’ in relation to others in the group. In this way, the group that the person is being compared to needs to be relevant to the job. It is important that normative data is regularly reviewed to ensure the data remains up to date and relevant.
Reputable assessment providers will also offer the ability to create your own competency models. This process enables you to compare a candidate to compare their level of suitability.
5. Only appropriate for roles with large volumes of candidates
The benefits of using assessments for jobs expecting large candidate numbers are obvious. However, it is still worthwhile to use assessments for roles with a limited number of candidates as well.
Regardless of the number of candidates your overall goal is the same; to recruit the best possible candidate for the role and the organization.
In recruiting smaller numbers of candidates it can be even more important to use assessments as you don’t have the luxury of choice but still need to be confident in your hiring decisions.
For example, if you were recruiting for a job with only four candidates, how can you be sure (without the use of assessments) whether you’ve recruited the best possible candidate or just the best available candidate at that time to fill the position? Recruiting the right person and recruiting the best available person are two very different things.
Ongoing business performance and productivity is dependent on the talent and ability of the people that are in an organization and through your recruiting process you are deciding who joins your team. So it is important that there are minimum standards that apply to maintain, if not enhance the levels of productivity and performance of the business over time.
To learn how your organization can benefit from using validated assessments please call us at: 800.416.9570 or email to: email@example.com