Simplicity isn’t enough; Make Candidate Testing Secure and Non-Discriminatory

Simplicity isn’t enough; Make Candidate Testing Secure and Non-Discriminatory

On a superficial level, making a recruitment process simple, secure and non-discriminatory seems to be, well, a simple task in itself. But HR executives and recruiters will know better.

Candidate testing is a crucial step in any organization’s recruitment process. They usually form the first phase in filtering “prospects” from “applicants.” Such a critical aspect of recruiting has been giving HR executives and recruiters a sizeable amount of concern. Everyone wants a simple “silver bullet” testing process that’ll save them time, money and effort.

Question is: How to do it?

Making it Simple

Does simple always suppose to translate as “short, easy, and less work than current process?” In a recruitment scenario it can mean “more work now, but awesome ROIs in long run.”

While developing a candidate testing process first (and obviously) define the attributes needed for the job. This should include the abilities, personality, motivations and values. Consider using psychometric tests of ability and personality to measure those harder to reach attributes. But don’t limit to this.

Go one step beyond and define your brand characteristics. Develop a test to highlight candidates who matched those traits and abilities.

Online testing is another option to make candidate testing a very easy process and save tons of recruiting time and money. Numerous organizations have taken this route, some as early as mid-90s. LG introduced online testing for new recruits in 1997 and these tests have helped it reduce recruitment time in a big way.

Online tests usually involve a logical thinking test, comprising analytical thinking, arithmetic reasoning, and written and communication skills.

Making it Secure

We spoke about the efficiency of online testing in the previous section. However, we overlooked a huge related aspect of online testing – security.

Online tests are usually taken at home or internet cafes where the chances of cheating are relatively high. Research shows that, 85% of people believe that it is easier to cheat in an online test. This is a major concern for the proponents of online candidate testing.

This has, however, not deterred the users of online candidate testing. On the contrary and quite expectedly research and studies are going on to combat cheating online testing. Many firms have come up with products or solutions that can predict the candidate behavior during tests and evaluate fairness in test taking with decent accuracy.

Many of these solutions rely on test uniqueness – each applicant receives a unique test. Content security is improved preventing test contents being shared across candidates, thus reducing the risk of cheating.

We however, would recommend these online tests a first phase of the first phase i.e. use these tests to eliminate otherwise unqualified candidates. Candidates that complete the test satisfactorily should be given another test to further filter worthy candidates.

If you’re thinking this is too much work, consider this: 1000 candidates have applied a particular post. Imagine the effort to manage the 1000 candidates dropping in to your premises to giving the test. On the contrary, using a secure online testing method allows you to evaluate 1000 candidates over the net with very less effort and the short-listed 50 or so candidates can be given a test on your premises to further filter it. Online combined with premises tests really works wonders – and it’s considerably simple and secure!

Making it Non-Discriminatory

In a country like India which has diverse cultural groups, it becomes a little tough to please all the groups. Frankly speaking, that is not the way recruitment should be. It should be based on merit, skills, passion and experience rather than cultural and regional consideration. There is no discrimination against a particular community if their representatives among the workforce are fewer in numbers than other communities. These issues have to be addressed by the government, which has to be proactive in the uplifting of marginalized groups.

However, it is in an organization’s conscience to provide equal opportunities for graduates who are physically disabled. No considering these groups of the workforce is surely a discrimination against them and in the western countries legal actions have sprung dime a dozen. If a disabled person is qualified to work for a position in an organization is it good to disqualify him purely because he is disabled?

In India, lawsuits against discriminations are few compared to western countries. But the possibility exists. Making your candidate testing simpler and easy for the disabled enhances your image an equal employment opportunity provider among the general masses and this itself will lead to an increase in the number of candidates who want to work with your brand.

Conclusion

Candidate testing is often the first step in recruitment process and should not be neglected altogether. If implemented properly, the above 3 steps will help you gain momentum in your quest for effective candidate testing and recruitment.