Technology and assessment


SJTs are becoming


increasingly popular with employers as a


screening tool and can be completed on mobile phones as well as tablets making them user- friendly for candidates


How technology is impacting assessment


The world of future talent recruitment is fast moving and highly competitive. Today, organisations not only need to aggressively compete for the brightest and best talent, but they need to do so in a way which enhances their critical consumer brand and candidate experience, says Jill Summers, Head of Assessment and Development Services, GradWeb.


is technology. For example, any assessment tool, test or exercise which Millenials are expected to complete as part of a recruitment process should be as engaging, interesting and as easy to access as possible, otherwise organisations run the risk of losing the best talent to other employers who provide more user-friendly experiences. Millenials will often make judgments on how innovative or progressive an employer is from their experiences of the recruitment process. Therefore, ensuring that candidates encounter valid, reliable, user-friendly ‘immersive’ assessment tools is pivotal to retaining the ‘best talent’ in a pipeline.


G


Technology enabled assessment tools and ‘gamification’ is intrinsic to engaging Millenials and ensuring that a recruitment process is as innovative


10 Graduate Recruiter | www.agr.org.uk


radWeb’s experience indicates that a true differentiator, especially amongst Millenials,


as possible. Whether it’s employing the principles of gamification to ensure that a candidate gets a sense of progression during the selection process, designing bespoke selection tools, introducing realistic job preview content on video assessment platforms, or delivering immersive assessment centres so that candidates truly experience what it is like to work in the recruiting organisation – technology is central to all of this.


How is technology changing assessment? Multi-media situational judgement tests (SJT) Video technology has revolutionised recruitment and assessment processes. For example, video content brings to life SJTs and other high volume sifting tools. Now, more than ever a SJT can provide realistic job scenarios and immersive experiences by asking candidates how they would respond against multiple choice options (displayed via video).


Essentially, SJTs measure candidate’s behaviours and attitudes to work-related scenarios. They are reliable, valid, and fair, and help predict job performance, and in combination with multi-media, they provide an enriched, engaging candidate experience which reflects the branding, innovation and vision of the recruiting organisation. SJTs are becoming increasingly popular with employers as a screening tool and can be completed on mobile phones as well as tablets making them user-friendly for candidates while supporting employer’s needs to deal with large volumes of application scoring in an efficient and legally defensible manner.


Katherine Dodge, Recruitment Manager at Atkins has recently introduced a video SJT into her recruitment process. “As one of the world’s leading design, engineering and project management consultancies operating in a highly competitive sector, we needed to ensure that our recruitment


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