QUALITY
FIRST CLASS BASIS FOR YOUR PERSONNEL DECISIONS
Our Assessments are validated tools to support your needs in Recruitment, Staffing, and Talent Management as well as Performance management. Outstanding IT-solutions support all of these HR processes and simplify yet professionalize the management processes in behind.
Our psychological assessments have been developed according to highest standards in I/O Psychology. We only apply tools that have proven their suitability for the market with respect to objectivity, reliability, and validity. Construct and criterion related validity are regularly computed and the assessments are subject to constant monitoring and improvement. Besides standardized tools that can be applied in various settings, we develop tailor-made methods to suit even very special assessment needs. This includes the development of Interviewing Techniques as well as Situational Judgment Tests, Simulations, Case Studies, and Work Samples or custom-made personality or cognitive ability assessments.
German Engineering: 33430 DIN Standard
All procedures implemented into JOBMATCHER have been developed according to highest psychological quality standards. The regulations of the 33430 DIN standard have been observed in each individual case – even a long time before the publication of the DIN standard in 2002. With the introduction of diagnostic procedures in your organization, we will advise you regarding a DIN 33430-compliant process and workflow design.
Company-specific Standardization
Thanks to the flexible features of JOBMATCHER all tests can be standardized and company-specific. This allows you to use the right assessment standard when selecting a candidate. It is self-evident that standards for the most different occupations and target groups are also available and can even be used to establish a company-specific standard. For company-specific validation processes of selection procedures, our software platform provides extensive support functions - from automated data export in corresponding statistics formats, to individually customized equation editors for determining validity optimized weighting and decision algorithms.
Modern system platform
JOBMATCHER corresponds to the current level of IT technology: The web-based system supports single and multi-level selection processes, its individual stages of information pages, questionnaires, online and offline tests, or results arising from interactive procedures such as Assessment Center, role plays, group discussions, work samples or (telephone) interviews. The content of each individual level is openly configurable. The JOBMATCHER online tests are converted into (D) HTML and JavaScript and allow the implementation of a variety of different test formats. The technology used is superior to commercially available systems, since they are not tied to specific browsers or commercial add-ons. Dependence on individual manufacturers and difficulties with firewalls will thus be avoided. JOBMATCHER additionally meets the requirements of the Disability Equality Act. The system is compatible with other HR systems such as SAP or PeopleSoft via XML interfaces. A standard XML-interface will be provided for free.
Your Gain
Automated processes and qualified methods
Especially in times of a »candidate surplus«, the automated processes of a candidate management system are very useful. Only in conjunction with qualified personnel selection methods can the technical and personnel management related possibilities be fully utilized. Candidate management processes that, in the course of preselection are only based upon formal qualifications and information gained from questionnaires, do not guarantee the quality of the preselection decision: By using these data sources, prognostic validities can generally be reached as a correlation of r =.18-.20; the hit rate can be increased up to a correlation of r = .50 by using suitable psychometric prequalification procedures – this roughly corresponds to a six-fold increase of the diagnostic value (in the sense of variance explanation). The combination of Internet-based personnel selection with a candidate management system therefore offers the possibility to diagnose a large number of candidates in reference to their job qualifications in an economical and time efficient way, and to ensure that the right candidates are not being rejected, but invited.
However, in times of »candidate shortage« the fast and modern management of application processes gains in importance: good candidates can choose where to work. For you, it is advisable to be more efficient than the competition. With our efficient processes the normal processing times of an application can at least be halved. And in case of only a few candidates, the selection requirements can be increased: It is easier to select 10 suitable candidates out of 1,000 than to identify the top 1 candidates out of 10. The requirements on the diagnostic selectivity are increasing in times with limited numbers of candidates.
Local independence and Synchronism (coordination of multiple events)
Large companies with high numbers of candidates thus benefit twice from an integrated system, by efficient candidate management and the improvement of selection decisions. Companies with small candidate numbers benefit additionally: by using decentralized technologies for (preliminary) selection of applicants, access opens to applicant groups who were previously unreachable. The advantage of local independence lies in simplified, time-and cost-effective recruitment, leading to the sustainable reduction of application costs and travel expenses. In addition, the synchronism (coordination of multiple events) of the Internet allows candidates and companies to benefit: diagnoses can be made independently from HR professionals - even across of time zones. This leads to improved foundations and selection rates and, therefore, also allows small and medium-sized enterprises to optimize and enhance the efficiency of selection decisions.
Timely and lawful feedback
Internet-based recruitment also offers the opportunity to support candidates’ self selection through early communication of the job specific requirements. The data collection itself stands up to high standards of objectivity and is thus lawful; features that are discriminating are not to be crucial factors, but the actual occupational aptitude decides on rejection or confirmation. Feedback can be automatically sent to applicants and also takes into account the provisions of the EEOC.
Quality of used procedures
For web-based candidate (preliminary) selection, the quality of the selection procedure used is of central importance: The decision on whether candidates will be invited to attend a further selection stage onsite is based on the initial diagnosis result. If mistakes are made within this preliminary selection process, the very best candidates might already have been lost. It is therefore important that Internet procedures must meet the same quality standards as classical presentation methods.
Quality of the system used
Similarly, high standards of quality must be met on the web-based implementation of tools: stability of the system, server and database systems as well as high safety standards in data collection and storage have to be assured. The human resource selection procedures used must be protected against premature deterioration, for example when the answers are commonly known or can be manipulated. In addition, questions dealing with lacking verifiability of the data collection situation in web-based testing procedures, such as unique user identification on the Internet, or multiple participation in a diagnosis have to be answered.
For all these issues raised here, we have provided solutions in JOBMATCHER, which we will gladly discuss with you in person.