Testing Done Properly

We did not accept that sending candidates anonymous emails for testing where there is no human involvement is acceptable. Thus, we set about devising a more reliable online test administration process and came up with the following, which is what we do with all our candidates:

1. Text the candidate asking for a time for a quick chat to discuss the testing. By texting the candidate beforehand, they are not ambushed and are aware of the purpose of the call. They then reply with a time that suits them for a chat.

2. Talk to the candidate and explain the process and answer any questions they may have and get them to set their own deadline. During this conversation we tell the candidate that they cannot have anyone helping them. When we do this, we pause and wait for them to answer in the affirmative. This is a small step, but it is crucial as the candidate has now given a commitment that they will do the tests alone and without help. We all like to be consistent with our behaviour, and this applies to commitments that people give to others. This is the social norm that we are using to our advantage and comes from the work of Robert Cialdini’s book, “The Small Big: small changes that spark big influence”.

3. We also send a series of texts to candidates asking them confirm receipt of the test email and a final text asking that if they are going to run late can they please let us know. We cover all the bases, and it works.

4. Candidate completes the tests, and we send the results to them and our client with the feedback.

The above administration process takes 5 minutes, and it engages the candidate in the process and gives us, and our clients, additional incidental data about the candidate. Incidental data is the information we get from the candidate that is outside the more formal selection process and often yields useful information about the candidate. What was their phone manner and conversation like? Were they easy to get in touch with? Did they meet their own deadline? Most of the time the process is straightforward, but occasionally it yields interesting and useful data. For example, some people are real talkers and go into unnecessary detail or on unrelated tangents. Or, as has happened a couple of times, you get someone who refuses to do the tests and speaks of their superiority and “my CV should speak for itself”. That level of arrogance is rare, but it happens and just that one brief conversation potentially saved my client a lot of time and money.

Summary

Online psychometric testing for recruitment is very effective when done correctly. We talk to the candidates in a structured and purposeful way to ensure the process is done fairly, properly and yields reliable data.

Fermion specialises in psychometric testing for recruitment. Please contact Fermion to discuss how this battery of tests, or any other psychometric test, can help with you your recruitment decisions.



About the Author:

Christopher Apps is a Workplace Psychologist and the owner of Fermion. He stays updated on the latest psychology research and shares evidence-based insights. The focus of Fermion is "Psychometric Testing for Recruitment" and “Recruitment to Retention: How to Select Good Staff & Keep Them”. If you would like to learn how to select good staff and keep them, please feel free to contact us at Fermion.

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Eleanor Roosevelt.