What was needed

Our client faced hundreds of applications for a few positions and the process of filtering was considered time-consuming and unsatisfactory. This was brought to a head when the CEO met a talented individual who was working for a competitor and discovered that he had originally applied to them but not even been shortlisted. We were therefore tasked with improving the filtering process.

What was done

Our client recognised that some of the current criteria being used from the application form were somewhat arbitrary. They therefore researched additional methods for collecting valid data and became convinced that psychometric tests could provide a valid way of identifying people who had the necessary intellectual capability for the jobs they offered – all of which involved processing and making sense from significant amounts of information on a daily basis. They were concerned about using tests online as part of the screening process because they could not be sure the individuals completed the tests under appropriate conditions and without ‘help’. The solution was to impress on the candidates that integrity and honesty was a strong company value and that they would be re-tested should they be offered the position.

What the benefits were

Introducing tests has had multiple benefits, the main ones being:

• reduced time spent sifting applications – and hence reduced costs;
• increased quality of candidates coming through at interview stage;
• a better understanding of how tests can be used elsewhere in the company – for identification of talent within.

To read more about approaches to online assessment, read Ensuring the Validity of Online Assessment.