A growing number of companies are testing their candidates online even before the first interview. Overview of the offered possibilities from this new trend.
Being able to preselect candidates online is pushing more and more companies to make use of these internet tests. According to the American company CEB, one of the largest test publishers in the world, over a third of new recruits have passed an online test in 2013, against 18% in 2008.
Several types of online test are available: language, personality, motivation, interests, reasoning and even sales tests. If one uses scenarios to check, for example, the candidate’s relational skills, other tests involve choosing between two statements. “This allows them to relativize the different dimensions of a person and to counter the tendency of those who want to give a good image of themselves,” says Patrick Leguide, CEO of Central Test, a test editor that counts Bell among its clients.
Multiple benefits
These tests allow recruiters to reduce the risk of hiring the wrong person and in turn lowering recruitment costs. “They also provide an opportunity to enhance dialogue with the candidate during the interview and better prepare their integration into the business,” says Leguide.
Company savings through online tests go beyond the scope of recruitment. According to a recent article published in the Washington Post, the U.S. operator T-Mobile has found that sellers with the best results in the preselection tests were more productive than others, and the customers they serve are less likely to cancel their contracts.
It also allows the candidate to verify whether their profile matches the needs of the business, and gives the potential recruit an idea of the job that awaits them. “And, as the tests are rational tools, they reduce the possibility of discrimination against candidates,” says Leguide.
Precautions
Very useful tools for employers, online tests should not become the only element of selection, states the founder of Central Test. “Some recruiters abuse the system,” he says. “We recommend that a test be used as an accompanying process of the selection. It must be considered as part of a set of indicators, also including CVs, levels of experience, results of other tests, etc.” For Leguide, a test gives an idea of the potential candidate and reflects on his or her ability to demonstrate skills in project management or trading, for example. “If the candidate is not very comfortable with a certain skill, that does not mean he will not be able to execute it, rather that it will take him more energy,” he thinks.
The advantage of online testing early in the process is its ability to give the recruiter an extra layer of information. “It gives the interviewee a more concrete vision of the candidate,” states Leguide. “It is interesting to discuss the elements identified by the tests with them, and the circumstances in which they have developed their strengths and how they are able to manage their weaknesses!”