FEATURE
QUICK GUIDE TO: ONLINE SELECTION
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It will soon become necessary to design assessments that
accommodate mobile browsers and can run without add- ons, ensuring that whatever device
candidates use, they will have a great experience.
The recent ‘Innovation in Online Selection’ seminar, run by international assessment and development consultancy Cubiks attracted a capacity crowd of 30 guests from 20 companies, prompting Nina Mott and Sarah Chapman, both Managing Consultants at Cubiks, to devise a ‘quick guide’ to online selection…
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ince the economic downturn, organisations have reported vast increases in the number of
applications they receive. This brings a significant challenge in how to manage higher volumes of applicants whilst ensuring a positive candidate experience. Advances in technology offer the opportunity for innovative and efficient approaches to handle these challenges. The growth in online assessments has enabled many employers to speed up previously lengthy selection processes by minimising administration and automating the early stages of decision-making. By utilising these leading edge assessment techniques, employers can reduce recruitment time and costs, and gain valuable insight for their selection decisions.
How did online assessments evolve? • Pre 90s: Traditional assessments with lots of face-to- face time. Applications processed manually.
• Late 90s: New availability of online assessments shifts the emphasis to more efficient selection processes, reducing manual input.
• Today: Online assessments are used to promote brands, position organisations as employers of choice and reach passive candidates. Emphasis on ‘candidate experience’.
• Tomorrow: More sophisticated technology means gamification and social media will be used increasingly to reach, attract and assess candidates.
If you’re new to online selection, here are a few things you should know before you get started.
Choosing the right test With the growing emphasis on the packaging and branding of online assessments, be careful not to overlook the importance of choosing the right test or tests for your selection process. Think about: • The skills you want to measure. • Where to position the test in the selection process. • What you want to do with results and test outputs. • How you can reduce the risk of content leakage or cheating.
6 GRADUATE RECRUITER
Enhancing candidate experience Make sure your selection and assessment process engages candidates by using it to share key information about your organisation. You could also include bespoke content that is highly relevant to the role, organisation and culture. Provide timely and insightful feedback so candidates understand the selection decision, whether they are successful or not.
Staying ahead of changing demographics We’re all familiar with Gen Y, the population that’s comfortable with technology, but in the next five years Gen Z (those born post-2000) will become candidates. These individuals have grown up with technology, they’re known as ‘digital natives’ and your attraction, recruitment and selection approach will need to appeal to them.
Promoting your employer brand Online assessments offer the opportunity to position yourself as an employer of choice, promoting your brand and culture. This can include anything from simple steps like adding logos and colours to tests, through to developing bespoke ‘day in the life’ style assessments that provide real insight into the role.
Being mobile Research suggests that in the near future the number of internet-connected mobile devices is set to exceed the number of personal computers online. It will soon become necessary to design assessments that accommodate mobile browsers and can run without add-ons, ensuring that whatever device candidates use, they will have a great experience.
Gamification: Making the process challenging and fun
Gamification is bringing the design and mechanics of gaming to contexts outside of the traditional gaming environment. This approach can be applied to online assessments to add an element of fun and generate enthusiasm from participants. Through this medium, employers can engage with candidates while at the same time carrying out rigorous assessments.
www.cubiks.com
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