The use of online assessments is a valuable tool in selection and talent management. It is important to maintain a personal approach when using this tool. Candidates often experience stress when completing an online assessment. Results may come out unexpectedly or may not be what the candidate hoped for. Additionally, candidates may fear harsh judgment from the (potential) employer and wonder what exactly will be done with the results.
A personal approach is crucial when using online assessments; it reassures candidates, reduces stress, and promotes a positive experience. This leads to a better reflection of their true abilities and personality. Moreover, it shows respect for the individual value and contribution of each candidate. A personal approach creates an inclusive atmosphere, where the sense of recognition and appreciation is enhanced. This contributes to building trust and attracting and developing talented candidates who feel connected to the organisation on a personal level.
How to ensure a personal approach when using online assessments?
We are happy to provide you with 5 tips
1. Clear Communication about the process
With clear communication, you alleviate any concerns candidates may have beforehand and prevent potential issues afterward.
Communicate clearly with candidates about the use and purpose of online assessments before they take the assessment.
Set agreements on when they will complete the online assessment. Inform candidates that they will always receive an explanation of the results and that it is a means to initiate conversation; the online assessment is not an end in itself. Indicate that the results discussion is confidential; everything the candidate shares will remain confidential and cannot be shared with others without their explicit consent. Provide contact information for candidates to reach out with questions. Be transparent about how the collected data will be used and stored. Clearly state how long the data will be retained and who has access to it.
2. Clear communication about the content
Inform candidates about which (intellectual capacity) tests and personality questionnaires they will be completing, how long it will take, and when they will access the results. Make it clear that there are no right or wrong answers to the results, but that suitability for a (future) position and development potential are assessed.
3. Good preparation
Good preparation is half the battle, even when discussing test results. Familiarize yourself with the candidate's profile and the most remarkable scores beforehand. This helps you ask targeted questions during the conversation, instead of focusing on all the test results. Moreover, it shows that you are investing in the candidate: you take the time to understand the results, which naturally benefits the conversation.
4. Ensure Interaction
Prevent the results discussion from becoming a monologue from your side: allow enough room for the candidate to respond to the explanation and ask questions. Also, ask questions to the candidate: what do they recognize and what don't they? Can the candidate provide examples demonstrating a certain competence? Be curious by asking open questions. This way, you'll find out what motivates the candidate and what they bring to the table.
5. Encourage Self-reflection
Encourage candidates to reflect on their own after the assessment. For example, by discussing the results with loved ones or scheduling a follow-up conversation in a few months to review the results. This can help understand the results and incorporate gained insights into the current or future role. Offer opportunities for candidates to ask questions about the results even after the assessment and encourage open communication.
Conclusion
The use of online assessments does not have to compromise the personal approach in the recruitment process. Through transparency, interaction, and good guidance, you can find a balance between result orientation, efficiency, and the personal touch. It is essential to treat candidates as individuals and appreciate their unique qualities, even in the era of digital assessments.