Written by Lauren Mackelden, Features Editor, Onrec Magazine
As always, there are new advances in technology to improve screening and engage-ability of candidates as well as checking their credentials this year, with the added bonus of a fresh impetus in the jobs market too, so it’s worth finding out how your business could benefit from the latest skills testing available.
Recruiters now have at their disposal a wide variety of screening and skills testing solutions, ranging from competency based testing, aptitude testing and various types of psychometric testing, comments Tony Brookes, Sales Director at Vacancy Filler Recruitment Software. Brookes continues: “In addition to that, there is a variety of background screening solutions to verify that the candidate is who they say they are and that they have the experience and qualifications to match. Up until recently these point solutions were standalone pieces of technology and applied pretty much universally across the whole recruitment process, irrespective of the role type. A new development is the ability to configure the test to both the specific role and the organisation. In general competency testing, facilities now exist to edit the content together with the style of questions and scoring mechanism much more readily rather than using standard off-the-shelf tests. In the world of psychometric testing, recruiters are now profiling the job role more closely with the hiring manager by asking them to conduct a Job Profile test beforehand. This lays down a baseline against which to measure the candidates. Any discrepancies can be probed at the interview stage.”
Online identity checking and criminal record checks are now commonplace says Brookes. He continues: “Identity checking can be done in real time against a number of data sources. The systems will typically use a points based scoring mechanism, which can be modified, to apply different weightings against a match of each piece of data. For example, checking first name, last name, date of birth and address might not match completely, but there is a degree of acceptance if there is a mismatch on the spelling of the first name or an incorrect post code. Because it's real time, potential anomalies can be investigated there and then and further checks can be carried out. Validating documents against forgery is also an important step in the process. Various systems exist to check the validity of a passport or identity card by asking the candidate to photograph or scan their document and upload it to the system. Whilst this will check the document itself, this alone is insufficient as it has to be cross referenced to confirm that it actually belongs to the individual, which can be done by cross referencing the document check with the identity check. Finally, some providers offer a service whereby a candidate can go along to a crown post office with their documents to have their identity physically verified by the counter staff. They in turn update the system to acknowledge that the individual is really who they say they are.”
Amanda Davies, Managing Director at the isv group also tackles the concern over fraud. “The beauty of online assessments is that candidates can complete exercises anywhere they have an internet connection, be that at home, on the move or in your office. The flip side of this, and we are often asked about it, is how to guard against foul play.”
Davies reassures recruiters by saying they can take comfort that testing providers are both aware of this and have put steps in place to ensure testing is valid. A simple example is that assessments are timed to prevent looking up any answers. Speed and accuracy is paramount. Davies adds that some recruiters have raised concerns about mobile devices with voice recognition or auto-correct functions: “Most testing providers would discourage use of these devices. Not just for the above reasons but depending on the nature of the assessment, it isn’t reflective of the candidate’s true capability in a work situation. For example, for office based roles you may be looking for a measure of typing speed, or competency with a Microsoft Office program like Word or Excel. Simulating the correct work environment will not just give a more accurate picture of skill level; it gives your candidate the best possible chance of success.” Of course, Davies advises that if you suspect any fraudulent completion of exercises, you can always invite your candidate to re-sit tests or complete more detailed exercises in your office.
Remember that assessments shouldn’t be used in isolation to make a recruiting decision, reminds Davies. “They are part of your incredibly powerful toolkit to better understand candidates. Join up the process with interviews, behavioural profiling and background research to get a vivid, clear picture of the candidate, their future job role and which of your clients they will fit with.”
Increasingly online screening and skills testing is using technology in truly sophisticated forms to achieve the best results says Lucy Beaumont, Solutions Director at Talent Q. She tells us they have developed what they believe to be the UK’s first adaptive situational judgement tests. Beaumont believes these assessments allow for a truly engaging experience for candidates as the situations encountered during the assessment actually evolve, with different consequences to a question arising depending on the candidate’s previous response. Beaumont explains that clients reap huge benefits from this by being able to hone in on a candidate’s behavioural tendencies quickly in a more engaging and realistic way, saying: “This combination of robust psychometric screening assessments, advanced use of technology and pioneering creativity certainly moves the HR field forward and opens up further possibilities for the future.”
2014 is the year of social media, technology and digitisation, believes Lucy Beaumont. She notes that HR professionals are really starting to embrace this shift and HR leaders are making the connection between having a social media strategy, and attracting top talent. What’s more, Beaumont says HR are putting candidates at the forefront of their recruitment process by deploying engaging and innovative processes using sophisticated technology to maximise the user experience. “At Talent Q we have developed Realistic Job Previews for clients which can be accessed via smart phones and tablets as well as laptops and PCs. This allows for potential applicants to gain insight into the role before they apply and self-select in or out. But it takes it a step further, it allows digital savvy job browsers to learn about an organisation on the go; making job searching easier than ever before, with information literally in your pocket.”
Job optimism and market activity means more applications
As the job market is starting to improve and both job seekers and employers become optimistic, Beaumont suggests HR are faced with a double edged sword. “On the one hand, they’ll see internal growth leading to more positions to fill, as well as job seeker optimism leading to passive job seekers becoming active and in turn increasing the pool of candidates on the market. Yet this comes at a cost to HR; more jobs to fill means more work and greater pressure. And with job seeker optimism on the rise, HR are likely to receive higher volumes of applicants per position, and greater potential to promote or indeed damage the employer brand through their treatment of these applicants.” Beaumont advises online personality assessments, ability and situational judgement tests which can be deployed via applicant tracking systems to screen out unsuitable candidates early on in the application process provide the key to dealing with the volume challenges we’re experiencing today. “ Short, appropriate and valid application processes that enhance the employer brand will be the saving grace for HR as they look to fill more positions and sift out increasing numbers of candidates.”
But the greatest risk to HR will be preventing the ghost employees in their organisations from leaving and re-engaging those that stay, warns Beaumont. “As the economy stabilises, organisations see growth and the job market improving, we’re at risk of a global mass exodus of talent – Hay Group has predicted that employee turnover in the UK will reach 161.7 million this year, a 12.9% increase compared to 2012.” This is fuelled by high levels of disengagement during and following the recession as organisations focussed on the company and largely neglected the individual engagement levels of employees. These disengaged employees have fallen out with their organisations but have been reluctant to leave due to a flat job market – but this is changing and ghost turnover is starting to turn in to actual turnover. Beaumont recommends that to prevent ghost turnover from becoming a reality, employers can use online assessments and ‘Stay interviews’ to understand what engages their employees and re-ignite the fire before it’s too late.