{"id":5110,"date":"2014-04-28T14:00:34","date_gmt":"2014-04-28T13:00:34","guid":{"rendered":"http:\/\/www.viasto.com\/en\/?post_type=post&p=5110"},"modified":"2023-03-15T11:54:17","modified_gmt":"2023-03-15T09:54:17","slug":"enhancing-quality-hire-using-online-assessments-2-0","status":"publish","type":"post","link":"https:\/\/www.viasto.com\/en\/blog\/enhancing-quality-hire-using-online-assessments-2-0\/","title":{"rendered":"Enhancing Quality of Hire Using Online Assessments 2.0"},"content":{"rendered":"

As a recruiter, you need to answer the following questions:<\/p>\n

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  1. How do I efficiently identify the most suitable candidate for the position advertised?<\/li>\n
  2. How do I get meaningful information about my applicants early in the recruitment process?<\/li>\n<\/ol>\n

    <\/p>\n

    To answer these questions, recruiters have the choice between a variety of of methods and procedures. How can you find the best one for the position you need to fill? Implementing efficient and valid selection procedures are one of the most important challenges for today\u2019s HR departments.<\/p>\n

    A selection procedure is valid when there is a relationship between a test score or interview rating and on-the-job performance. There have never been more tools that promise to identify the right people. Internet testing also allows to screen high volumes of candidates all around the world in an efficient and effective way.<\/p>\n

    State-of-the art assessments and how to combine them in the most effective way<\/span><\/h2>\n

    Realistic Job Previews<\/h3>\n

    Realistic job previews should provide candidates with realistic expectations about their potential job. State-of-the-art procedures do not raise exaggerated expectations, because they have later been found to increase turnover rates, rather than allow potential candidates, whose job experience is lacking, to decide, on their own, if they want to apply for a specific position or not.<\/p>\n

    Automated Video Interviews<\/h3>\n

    One of the largest progressions in the field of assessment has been new technology that has reinvented the traditional employment interview. Larger bandwidths make it possible now to interview candidates all over the world. Video recruiting<\/a> enables a structured interview process with multiple raters and criteria even in the screening stage. And structured interview processes are one of the most valid selection procedures for recruiters.<\/p>\n

    Personality Inventories<\/h3>\n

    Personality inventories are one of the oldest psychometric measures used in personnel selection. Using online procedures makes it very easy to test screen a large number of applicants. Nevertheless, there is room for deception in such tests as well as applicants reactions, because personality inventories are not always face-valid, which means that it is not easy for every applicant to understand how the test is linked to actual job requirements.<\/p>\n

    Cognitive Tests<\/h3>\n

    There is a wide range of tests that address many basic cognitive abilities, like numerical reasoning, problem solving, verbal reasoning and many more. Cognitive tests have proven to be very valid predictors of job performance. They are also easy to administer, because of very sophisticated online procedures currently on the market.<\/p>\n

    Situational and Multimedia Testing<\/h3>\n

    Situational and multimedia testing are based on the principle of low fidelity simulations. That means that typical or critical job situations are presented to test-takers. Older tests used to have text-based descriptions of these situations, more innovative tests present situations in video format. The test-takers then have to choose from a sample of possible alternatives how they would react in a certain situation. Situational tests have also proven to be valid predictors for job performance, especially when video sequences are used.<\/p>\n

    How to best combine different procedures<\/span> <\/span><\/h2>\n

    Combining more than one selection methods will make your process much more valid than using one method alone. That means, you are more likely to identify those candidates that are really the best fit for your vacancy.<\/p>\n

    2 tips for a smart combination:<\/h3>\n