In recent years a number of trends developed overseas that quickly find their way to NZ. One such recent example is the increase of online assessments as part of the recruitment process. To be specific – on-line testing is a very fast growing tool used across a range of areas such as: training, assessment, accreditation, compliance, E-Learning and education as well.
With the advance of secure online applications and availability of the internet, it is considered a hugely efficient and effective medium for providing and reviewing assessments.
The transition to using on-line testing has been rapid due to the list of benefits on offer which are highly appealing in times like now; e.g. significant saving in time & money, efficient assessment of skills/knowledge, identification of skills gaps and the ability to make informed decisions that add value.
Given the predicted downturn in the number of roles in the foreseeable future, coupled with the increased volumes of people applying for work, there are many compelling reasons why on-line assessments are poised to become ‘the norm’ within the recruitment process. And it’s prudent to point out that there are benefits for the job seeker as well:
- Increased response from agencies
- Identification of candidates with the right ability and best fit for roles, quickly and easily
- Enable candidates to deselect themselves, if they do not have the appropriate skills
- Favorable application process for candidates
- Tests administered at the pace of the candidate
- It is related to the role
An example of the efficiency of this approach was evident with one assignment we managed for a non-for-profit organization recently. The position, Business Development Manager, drew 68 applications within the first 48 hours of being advertised. Candidates were asked a series of questions and from here a short list was drawn up with further questions posed in a 15 minute selection assessment. From here a shortlist was devised and all were interviewed. Turnaround was within 5 days.
Each candidate, no matter when they applied, was given due consideration for the position which was a great improvement on the processes of old, where the volumes prevented this happening properly. [Remember the days where you never heard a word about your application?]
However don’t think that the machines are taking over… we hasten to add the human touch is still needed to add depth to the process. The trials we have conducted over many months now all confirm that no matter how sharp the system is, technology can’t do it on its own. So in short, don’t be surprised when an assessment pops up in an application process as you look for a new position. And try not to be put off. These assessments can’t replace the human contact but what they can do is make sure your time is valued and that you and the role are well suited.
Had an experience you want to tell us about? We’d love to hear from you.
