1. Online Recruitment Testing
and Pre-selection Tools
Presentation by Will Corder

2. Contents
Page
3. Introduction
4. Online Testing
– Overview
– Benefits
– Drawbacks
– Evaluation
8. Pre-selection Recruitment Tools
– Overview
– Benefits
– Drawbacks
– Applications for Operon
13. Summary
14. Recommendations & Benefits
15. Questions
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3. Introduction
Pre selection tools and screening can be used to great effect in the
recruitment and selection process if applied correctly and consistently.
If used without control or consistency, they can hinder the recruitment
process and do considerable harm.
This presentation explains the applications and effectiveness of online testing
and explores the benefits and possible limitations encountered.
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4. Online Testing - Overview
• Psychometrics:
– Personality, motivation, vocational
•
or occupational interests Used by less than 30% UK
– Not usually timed companies
– No right or wrong answer •
Recruitment selection process
• Personal Professional Development
• Hard Skills: • Organisational Development
– Performance, skills and knowledge
• Out placement and redeployment
– Literacy, numeracy, reasoning etc
– Frequently timed
– Answers are right or wrong
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5. Online Testing – The Benefits:
Saves Time & Money!
• •
Automates the process Reduces time spent qualifying CVs and
subsequent interviews
• Easily accessible for users
• Can provide applicants with insight into
• Removes test administration
employer
• Can be effectively adapted to most
• Consistency of process is achieved
roles
• Robust, objective and error free
• Quick to administer
• Can improve the candidate experience
• Speeds up process
overall
• Reduces time to fill
• Focuses interview time on most
suitable candidates
• Can reduce training budget
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6. Online Testing – The Drawbacks:
Deterrent, Complex, Perception
• •
Applicants may be deterred by tests Tests are generally unsupervised –
open to cheating
• Seen as impersonal
• Candidates do not see the value
• Results must be robustly validated
• Confidentiality issues
• Results may be effected by candidates’
•
situation and perception of test Not all applicants have internet access
• Require training in usage and
interpretation of results
• Results must be normalised to gave
meaning
• Overwhelming array of tests available
in the marketplace
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7. Online Testing – Evaluation:
Consistency, Comms, Validity
Online testing is a highly effective tool
when:
– Results have been normalised
– Recruitment process is robust
– Results have been validated – what does
– Employer brand is built
‘good’ look like in our organisation?
– Attraction strategy is effective
– Used consistently and fairly
– Used in conjunction with other selection
– Adds to candidate experience
tools
– Non discriminatory
– Tests are relevant to job / person
specification
– Strong reasons for test
– Confidentiality is assured and adhered to
– Feedback is given to user
– Administered and interpreted correctly
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8. Pre-selection Tools – Overview:
Self select, Assessment, Checking
• Pre screening questions • Role play
– Killer questions • Group exercise
– Ranking questions • In tray exercise
• CV / Application Screening • Skills testing
• Telephone Interview (TIV) • References
• Competency Based Interview (CBI) • CRB Check
• Strength Based Interview (SBI) • Credit Check
• Biographical Interview (BI) • POVA
• Assessment Centres • Qualifications
• Presentation • Memberships
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9. Pre-selection Tools – Benefits:
Saves Time & Money!
• Particularly useful where high • Measurable
volume of applicants • Used in conjunction
• Generally easy to implement • Linked to staff & org
• Wide range available development
• Quick to screen
• Applicant pool reduced
• Achieves consistency
• Some automation
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10. Pre-selection Tools – The Drawbacks:
Perception, Deterrent, Lose Talent
• •
Deters applicants Misinterpretation
• •
Can lengthen process Subjective
• •
May miss strong applicants Administrative burden
• •
Easily over-used Heavy use of resources
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11. Pre-selection Tools: Applications
• Cleaner Vacancy
– Volume of applicants
– Unskilled applicants
– Foreign applicants
• Finance Office Administrator
– Volume of applicants
– Specific general qualifications
– Specific experience
• Mechanical Building Services Project Engineer
– Low volume of applicants
– Professional qualification
– Specific personal qualities
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12. Role Skills / Requirements / Pre-selection tools / Drawbacks Benefits
Knowledge testing
Cleaner UK work entitled Killer question Open to error, Easy, effective, free
deception
CRB CRB Check Cost & time Regulatory compliance
Quick & cheap
H&S & CCOSH Online Test Cheating Robust
Prioritise Work Online Test Resources Personal
Cleaning duties TIV Resources
Finance Office GCSEs Killer question Open to error, Easy, effective, free
Administrator deception
Computer literacy Online test & Cheating Quick & cheap
BI
Finance experience CV sift Lying, Time Easy
Flexible and strong CBI Resources Robust
team player
Mechanical Chartered Engineer Qualification check Cost & time Robust
Building Services Ability to exercise Psychometric See previous Robust
Project Engineer initiative
Outstanding comms Group exercise Resource Effective
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13. Summary
Innovative online testing and pre-selection tools, if
implemented and utilised in the right way adds value to an
established recruitment process by:
• Improving candidate experience
• Driving cost & efficiency
• Improving employee engagement
• Improving retention
• Raising company performance
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14. Recommendations & Benefits
• Recruitment process / policy developed
 Applications tracked
 Cost, efficiency, effectiveness and adherence monitored
• Employer brand development
 Produces volume of engaged applicants
 Increases direct applications
• Recruitment website portal developed
 Facilitates easier testing, application, communication
 Saves money
• Online testing & selection tools developed
• Occupational Psychology Role Analysis
 Enables effective testing
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15. Vision
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16. Questions?
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