Source: cm.gethighered.global

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Online assessment tools are no longer just for fun. In fact, they are being actively used by various organizations to recruit the right people. Through the masterclass “Understanding Online Assessments For The Recruitment Process," Karoline Bergem (Senior Consultant and Team Manager, Aon’s Assessment Solutions) offers a comprehensive and interactive webinar on these assessment tools. An Assessment Solutions (previously known as cut-e) is a leading global professional services provider of various online tools to 'select, recruit and develop' the right people. According to Karoline, personality questionnaires are the most used online assessment tools, but there has been a shift in recent times towards ability assessments.

How Can You Justify The Use Of Ability Assessments?

Karoline says they use ability assessments because it's more accurate, reduces the likelihood of hiring the wrong person, helps get more and different information, is time and cost-efficient, helps with professionalization and employer branding, and increases job performance, and reduces turnover. These assessments are also fairer and ensure diversity.

Why Should These Tests Be Used In Recruitment And Do They Actually Work?

According to Karoline, personality tests, structured interviews, and ability tests are actually 'greater methods' to predict job performance than traditional methods such as evaluating years of education, job experience, and reference check. As a result, assessments are more accurate in hiring the right people.

What Would Happen If A Recruiter Were To Combine The Different Assessments?

Karoline says that if you combine the different assessments, it will increase the validity. Karoline advises not to simply base conclusions and decisions on one test. For instance, you can combine ability tests with other assessments like 'integrity tests' to increase validity.

How Do Clients Use The Results From Assessment Tests?

The usage of the results depends on the industry and country as well, says Karoline. It also depends on the total pool of candidates; if there are fewer candidates, clients may base their decisions on assessment interviews and other methods. However, clients with many applicants would use the 'ability assessments' as a screening tool. More prominent companies utilize various tools during the recruitment process.

How Does A Recruitment Process With Your Assessments Look Like?

Karoline says that it depends on the organization, industry, number of applicants, and what the employer is looking for. But according to Karoline, the best practice is to start with pre-screening, ability and skill tests, video interview, personality, and then finally a structured interview.

On the EFMD website, you have access to two types of tests-‘Free Assessment Testing' and 'Pathfinder Assessment Testing,' which costs 79 euros. If you're interested in taking these tests, you can click ‘here.' If you want to watch the full webinar, you can click 'here.' However, you must have an EFMD account, as mentioned above.