How to transform recruitment and hiring with online testing

Julie Profile

Posted by Julie Delazyn

Did you know that 80 percent of employee turnover is a result of poor hiring practices? With turnover costs as high as $20,000 per exiting employee, improving the screening and testing process is a priority for every HR professional.

Online testing is making the hiring process easier and more effective. In this webinar,  “How to transform recruitment and hiring with online testing,” we’ll also share best practices and a case study from Canada Post Corporation.

Glen Budgell_large

Dr. Glen Budgell, PhD and senior strategic HR advisor at Human Resource Systems Group (HRSG)

 Join us on June 14 at 12:00 p.m. EDT. Click here to reserve your spot!

The webinar is designed to give you an up-close look at the latest assessment technologies. To learn more, I spoke to Dr. Glen Budgell, PhD and senior strategic HR advisor at Human Resource Systems Group (HRSG), who will be leading the session. Glen has over thirty years of experience managing the promotion, development and delivery of consulting services in the area of assessment and testing.

Here is a snippet from my conversation with Glen:

How can online testing transform recruitment and hiring?

Online testing has transformed the recruitment and hiring landscape in many ways. The days in which employers were limited to local talent is over: online tests can be administered at the click of a button to job candidates in remote regions, thereby increasing both the diversity of the talent pool and the inclusiveness of the work place. Standardized testing (whether paper-pencil or computer-based) provides job candidates with a sense of fairness in the hiring process.  When you combine this sense of fairness with an innovative online test that is both job relevant and engaging, you really “wow!” the job candidate, and that is one of our goals at HRSG: to wow our clients and their job candidates with innovative employment tests.

Online testing platforms such as Questionmark provide employers and firms like HRSG the tools to efficiently develop and deliver assessments. At HRSG, we use Questionmark to develop employment tests for our clients so that they can identify the right talent faster, and at a lower cost.

What are some best practices that are important to developing a strong assessment process?

Traditional testing best practices are always relevant, and we strongly urge our clients to conduct the required job/task analysis before choosing or building an employment test. In addition, and especially if the test is being built in house, it should be ensured that the test is both job relevant and linked to the abilities/skills identified in the job analysis.

Of course, online / computer-based testing has introduced a myriad of other challenges. Companies must ensure that the testing software they use is secure and candidate data is protected. We rely on the expertise of Questionmark to provide our clients with the required security and data protection features mandated by the ISO and ICT standards. Furthermore, we share with our client’s methods and best practices for cheating prevention and analysis, monitoring the web for leaked test content, and most importantly, providing candidate’s with technical support and accessibility features when required.

What tools will attendees walk away from the webinar with:

We’ll also discuss:

  • When to buy an off the shelf assessment when to build in house
  • How to enhance the candidate experience with online testing
  • How to develop and use innovative item types
  • Importance of candidate perceptions of online testing
  • Best practices for unproctored internet testing
  • Case study which describes best practices with high volume testing

Thank you, Glen, for taking the time to speak to us!

We look forward to seeing you at this complimentary webinar on Tuesday, June 14 at 12:00 p.m. EDT.

Click here to register and save your spot.

Sending an email at the end of an assessment

john_smallPosted by John Kleeman

One of our customers — a training manager — recently requested we add to Questionmark Perception the ability to automatically send an email at the end of an assessment. He needs to know as soon as people pass certain assessments that have safety implications.

I was pleased to be able to tell him that you can do this already in the software. And in case anyone else wants to do this and doesn’t realize it’s already possible, I thought I’d blog to let others know how to do this.

When you are creating an assessment in Authoring Manager, you can associate an automatic email with an assessment outcome, for instance to send an email when someone passes or fails.

Here’s where you can specify what you want to happen:

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You can arrange for the email to go to the participant, to a specified email address or to an email address set in a special field. There are also easy drop-downs that allow you to include people’s name, score or details within the email. In the example above, I have set the email to be sent to me and to tell me the name of the participant and his or her pass score.

Here are some typical uses for emails at the end of assessments:

  • Send an email to a participant confirming that they have passed a test, to give them a formal record of a pass
  • Email a person’s manager to let them know whether the person has passed or failed
  • Alert an instructor that someone requires remedial instruction
  • If you are using Perception for pre-employment screening, you can provide a notification when someone is screened successfully
  • You can also set up assessment outcomes more widely than pass and fail. For example, you might want to send an email if someone answers a survey with a particular set of weights or does exceptionally well or badly on an assessment

Pushing out a notification by email at the end of an assessment will be useful to most Perception users, and I hope it’s helpful to be reminded how to do it.