Research shows that applicants who hold positive perceptions about selection are more likely to view the organisation favourably and report stronger intentions to accept job offers and recommend the employer to others.
Applicant perceptions are also positively correlated with actual and perceived performance on selection tools and with self‐perceptions.
We know candidate experience matters to recruitment, but it also impacts your bottom line. Your candidates are an extension of your consumer reach. Recruitment can make a measurable difference to your consumer growth especially for a big brand where your applicant pool may be almost as big as your consumer base.
The old way to test for traits at scale is to submit applicants to lengthy self-report personality questionnaires. In 2020, these traditional assessments are seen as outdated.
They are long, in some cases taking several hours to complete. This is mainly due to every single statement in the test contributing a single data point in measuring a facet and the underlying trait. To get a reliable measure of a facet several similar statements are required. Many of which are not relevant to the role for which they are applying (‘I would rob a bank if I could get away with it’). These aspects quickly lead to boredom and frustration. Test-takers will often answer questions as quickly as possible, often without even reading the test items. They can also create anxiety amongst applicants as they over- analyse the answers to try and guess which multi-choice option is the right one to select. They invariably also give you little back for your efforts by way of learning. Overall, the candidate experience is underwhelming.
That matters today as a poor applicant experience has a direct impact on your recruitment brand and to the business bottom-line.
A LinkedIn survey found 27% of candidates who had a negative experience would “actively discourage” others from applying for a job with that company. 41% of applicants with a poor candidate experience ditch brand loyalty and avoid buying that company’s products.
So picking the right assessment to evaluate your graduate pool matters a lot to your business as well as to your future culture.
To discuss using text-based assessments in your organisation – click here
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