If you have ever been through the bizarre enchilada of interviews, then you would know that there are a variety of people one gets to see.
Some are overqualified while some are underqualified for the position that is being offered.
The hassle to optate from such varied variety of choices can be really be a daunting task!
That is exactly the reason why developers have initiated a software that can help organisations find the right person as their staff.
All these software are basically created to analyse the applicants according to their overall capacity, may it be intellectual or academic.
The online tests are called Online Hiring assessment. These tests are drafted to be of the MCQ (Multiple Choice Question) patterns. The candidate is asked to choose the correct answer from the multiple options given.
The results of the tests may vary from organisation to organisation to provide the applicant’s with the results instantly or later in a day or two.
The tests are designed with respect to various aspects needed for the job designation. The tests are divided into different sections. Each section aims at analysing the varied qualities of the candidate.
(i) Numerical Tests
(ii) Linguistics Tests
(iii) Logical Reasoning
(iv) Intelligent Quotient (IQ) tests, etc.
The main agenda or aim behind the conduction of Online Hiring assessment is that the organisation gets their hands on the best of candidates for their company, who is the perfect person for the job or designation they are offering.
The person they will choose will have gone under the tests that will show or bring up the needed qualities of the applicant.
Traditional Methods of Hiring
Earlier, like before the Online Hiring Assessment program was introduced, the methods that were used to select a particular candidate were very generic and typical.
The same old process of looking at the CVs of the applicants and then comparing those with the other applicants. Then inviting the selected candidate for a PI (Personal Interview) round, which would help decide a view about the candidate.
In case the candidate is able to impress the interviewees with both his CVs and the PI round, he/she is then selected for the job.
Either this method or the applicant is asked to do an internship for a certain period of time and then appointed as an employee with reference to his performance as an intern.
In both these methods, what goes down is that the selection of the candidate or applicant may go bias. There might be favourism done towards the applicant.
This is simply unethical and unjust towards the other applicants who have applied for the same designation, and who might even be more worthy than the ‘selected candidate’.
Looking at the other side of the process, this process was pretty much time consuming and tedious as well; for both the organisation and the applicant.
The detailed process, if you would ask, would be:
Sending out articles or ads in newspapers, via flyers, etc.
(a) Receiving the applications
(b) Conducting walk-in interviews.
3. The shortlisting of probable applicants.
4. Conduction of the PI (Personal Interview) rounds.
5. Final selection of the candidate.
In this whole process, the management of the entire thing may or may not go as planned every time. There might be occasions when the organisation may have to face certain ups and downs or say difficulties in dealing with the whole thing.
The complete interview session too can go down.
This old method sure did not work out properly and hence the innovation of the software came into being.
The New Methods of Hiring
The new hiring methods that came in with time were something of the exceptional kind.
They were the ones completely challenging the existing methods of the hiring process.
Bringing out changes in the old system, the new hiring process has sort of occupied or grabbed the entire market!
The type or format of the invitations or ads sent out about the interviews being held has changed.
The submission of the documents of the applying candidates is done online entirely. No facade of getting the applications through the post and keeping track of them.
Here, there is no conduction of walk-ins. The candidates have to appear for an online examination that is objective-based.
Later the results of the applicant decide if they are selected for the PI (Personal Interview) round or not.
In the end, the final selection is entirely based on the PI (Personal Interview).
The online hiring method just simplifies the whole interview process. Not only for the organizations but also for the candidates who have to go through the torturous wait for the interview results.
Traditional Hiring & Productivity
With the title being productivity, if you are wondering, how traditional hiring and productivity are related or to rephrase that, How Traditional Hiring can hamper productivity? Then let us take that scenario into consideration.
Let us say the companies X & Y currently have vacancies and are looking for suitable candidates.
Both organisations will obviously be wanting the best for themselves.
X and Y initiate the interviews, but with different approaches.
X has chosen to go with the traditional method, whereas Y becoming forward, has chosen to go with the new methods.
Now the company X having chosen the traditional method had to go through the entire commotion of interviews.
The Ads, the Applications, The Sorting, etc.
Y had chosen to go with the new methods simply sent out the invites to appear for their designed online assessment for hiring.
This skipped them to the part of direct Personal Interview (PI) with the eligible candidates.
When surveys were conducted, it was found that within the next few years, the progress of that department in which the new candidate was hired, completely opposite for both the organizations.
X (who chose the traditional method) showed about 6% extra productivity whereas Y (who chose the new methods) boomed their productivity with a hike of 15% which was entirely double than earlier.
The double hike in company Y’s productivity was because they opted to go with the Online Hiring Process for choosing their candidate.
The Online assessment program, helped them do the analysis of the applicant in each and every aspect and angle.
Primary things to be changed in the Traditional Hiring Process
Taking a look at the traditional methods, there need to be certain aspects which need to be changed, altered or even nullified in the earlier process.
Looking at the steps, there are certain steps which by skipping completely will simplify and make the whole process much faster.
The vital issues in the Traditional methods that need solutions are:
1. The expense of sending the advertisements.
2. The tedious sorting of the eligible applicants according to their academics.
3. The everlasting wait for the results for PIs (personal Interviews) .
4. Choosing the right candidate.
1. The Expense of Sending the Ads
The companies have to spend thousands and thousands on the ads that they send out as the call-outs for the interviews.
This expense can be averted if the call-outs are sent via SMS, emails, and other social media methods.
Saving this money, the company can invest this money in other productive things.
2. The Sorting of Eligible Candidates
In the traditional method, the applications that came in had to be sorted out according to the academic eligibility of the applicants.
This would take a lot of time and manpower as well.
The solution to this would be in opting for the Online Hiring Assessment; which does the sorting of the applicants at the earlier stage itself, choosing only the eligible applicants for the assessment.
This saves the time and manpower invested in the culling of applications.
3. The Wait for the PI's ( Personal Interviews )
After the applicants had sent in the applications, they had to wait for weeks to get the calls for the PI rounds.
This was the major drawback of the traditional method.
With the adoption of the Online Hiring Assessment, the middle stages of the whole process get skipped directly to the PI (Personal Interview) round.
The assessment analyzes the candidates according to the requirements of the company and then chooses the final candidate.
This avoids the waiting time that is frustrating for both the candidates and the organizations.
This time dodge has tend to attract more and more people toward the Online Hiring Assessment.
4. Choosing the Right Candidate
As we saw, the surveys conducted showed that with the traditional method, the companies failed to achieve the productivity they desired.
This means that the candidate they chose was not suitable for the job.
Whereas with the company who choose the Online Hiring Process succeeded in achieving a productivity rate which was double of what they had earlier.
Meaning, the candidate they chose was definitely suitable for the job!
The switch from traditional methods to the new methods of Online Hiring hit the blue button for the process of interview conduction.
What is the Online Hiring Assessment?
The Online Hiring Assessment is a virtual examination that is conducted by companies to choose an appropriate and suitable, eligible candidate for the designation they are offering at their firm.
This examination does the assessment of the candidate on many different and varied bases.
The test tests the candidate of their:
Presence of mind,
The ability to deal with times of distress or difficult situations, etc.
The specific names of the tests that are conducted are as follows:
IQ (Intelligence Quotient)
TSA (Thinking Skills Assessment), etc.
The format or say the paper pattern of the examination is entirely MCQ (Multiple Choice Question) based.
All the candidate has to do is to select the correct option.
The examination is divided into varied sections, analyzing the different aspects and eligibility criteria of the applicant.
The result of the test is generated instantly post-exam, as soon as the candidate submits the exam.
After the result is generated and handed over to the candidate, they know if they are selected for the next round of interview or not.
This saves the candidate the time and waits they have to do after the test and necessary submissions and verifications.
The Online Hiring Assessment program has proved to be convenient and immensely useful for both the interviewer and the interviewee; flipping the process and the view about interviews.
Advantages of Online Hiring Assessment
As we saw above, there are more than enough advantages of the Online Hiring Assessment; starting right from the basics to the final stage of selection.
The Online Hiring Assessment has not only benefited the applicant but also the organizations or the companies to a huge extent.
To sum it all up, the Online Hiring programs aids in ways like:
1. Reduces the time needed.
2. Reduces unnecessary expense.
3. Saves the frustrating and everlasting wait for call-ins of the applicants.
4. Chooses the right and eligible candidate for the company.
5. Provides the company with quality staff.
6. Makes the verification and eligibility check of the applicant much easier and legit.
7. For the unselected candidates, shows them the right thing in them to work on.
8. The adoption of the program turns out to be a beneficial one-time investment for the companies.
9. The selection of eligible candidates can turn out to be good for the institutions in the long run.
10. Positively affects the productivity of the company.
These were only the top 10 of the numerous advantages of the adoption of Online Hiring assessment.
There is more to it now and even in future, with the changing technology day by day.
The Pre hiring online assessment program is an invention of the software world, which has hit the big blue button to hiring employees.
This technology has come up in the recent decade, maybe there will be some other technology in the near future.
The point is to keep on changing with the times and adopting the changes that take place to keep up with the mutation of the world.
We were looking to automate and simplify campus tests for the students.Your platform has helped us to manage campus placement activity across multiple locations.
Thanks for great platform and looking forward for continued support in the future recruitment activites of the company