DECISION IMPEDIMENTS

... and how to avoid them


When deciding on a web-based recruitment process with scientific testing procedures there are sometimes doubting questions about the process and the technical system. The different departments have different concerns and different questions they have to ask themselves. The most important ones we have summarised here – with tips and arguments that will overcome any doubts.

 

"HOW SAFE ARE OUR DATA IN THE SYSTEM?"

Data protection should be a priority for all companies, and it certainly is for us. It is essential to protect the personal data from outside factors. Our servers are located in two high-security centres in Germany which are secured and guarded at all times. In addition, pseudonymisation is possible, whereby your candidates are not tested by name. For this, a numerical code is exchanged between you and the system platform, and the names of the corresponding numbers appear only to you.

“ISN’T THE SYSTEM FAR TOO STANDARDISED FOR SUCH AN IMPORTANT PROCESS?”

Sometimes it is argued that in a standardised, mechanically driven process, good candidates could be lost because the recruiters no longer look at the candidates personally. The truth is, however, that scientifically profound preselection allows you more time for talking with the especially suitable candidates. The general rule is that a good selection system is always developed specifically for the individual purpose or at least adapted to it.

We're not dealing with a simple 'standard' in terms of a pre-fabricated solution that is applied to an given company, but we're speaking about proper design and implementation that is specified and correctly used.

“IS THIS TYPE OF SELECTION PROCESS FAIR AND SOCIALLY JUST?”


Indeed it is! Because, unlike the poorly comparable and often unfair grade system, it uses scientifically sound psychological tests that are valid and objective. All applicants go through the same process and have the same multiple opportunities – regardless of their biography or social background. And you do not take your decision based on the judgement of others (for example teachers) who rarely have to consider specific job requirements.

“A NEW PROCESS INVOLVES CONSIDERABLE INVESTMENT. IS IT WORTH IT?”


Yes, for many reasons! The first relates to the time savings of the personnel department. Instead of dealing all day with paper applications or reviewing email attachments, you have the test results of the candidates at a glance and can invite the right candidates online. Cancellations can also be sent with just a few clicks, saving you the postage.
You will also save on the cost of travel, food and accommodation, and supervision for candidates who in the end are not suitable for the job. With a postal application system you will probably invite around 60 out of 100 candidates – of which only 30 are suitable for the job. But with web-based, scientifically solide test methodology, you can directly filter out and invite the most suitable 20 candidates.
The main task of the personnel department of a company is to ensure that the most suitable person is in the right place at the right time. Scientific test methods filter out the best candidates for your vacancies in a reliable, valid and objective way. This provides a reliable forecast on the professional success of your candidates. So you are not only reducing your personnel expenses for managing the process and the attendance costs for the candidates, but you also provide an economic benefit through the improved fit between the candidate and the job.

Because the success of every employee in turn contributes to the overall success of the company, your HR department will be seen to add real value to your business. 

“DOES THE SYSTEM TAKE OVER MY FINAL DECISION-MAKING?"


Basically, the system does not make any decisions. Via the results of the (online) process, you obtain a choice of suitable candidates from which you can then make a decision. The system provides a reliable data base and decision support that you can access at any time. The final decision, however, is still up to you.
The psychological tests provide you with a much more detailed picture of your candidate than you would be able to obtain with traditional methods. You are therefore better prepared for job interviews and can take time for the right candidates and the important conversation topics.

“IS IT POSSIBLE FOR CANDIDATES TO MANIPULATE THE PROCESS?”


No. In order to see through the whole process, your applicants would need to know what is measured in the individual tasks and questions, what the best answer is and how the procedures are weighted – and they are not able to do this.
Characteristics, abilities and competencies are not only covered by one question, but by a pool of questions and tasks that address different facets of a characteristic. This ensures that candidates cannot manipulate or see through the process. Various psychological and technical methods are, of course, combined to increase security even further and to detect any form of manipulation and deception.

 

“HOW DO WE KNOW THAT THE PROCESSES REALLY WORK?”

We develop all our procedures according to scientific quality criteria and invest heavily in the psychological and psychometric soundness of our diagnosis. To ensure that the testing methods work, we continuously carry out evaluations, optimisations and validations.
HR Diagnostics has extensive experience with a variety of customers. Years later, we are still carrying out evaluations to ensure that the candidates selected using our tests are always right choice and that the tests are always state-of the art.