1/ 遊戲化測試（Game-Based Assessments, GBA）
2/ 能力傾向測試（Aptitude Tests）
3/ 性格測試（Personality Tests）
4/ 結構、非結構面試（Structured / Unstructured Interviews）
5/ 工作年資（Years of Experience）
The use of various Assessment Tools for your talent pool
Online talent assessments is a great recruitment funnel for hiring the right talent! Talent assessments provide a wealth of information to allow HR and business managers understand why people think and behave the way they do. Subject matter experts and HR practitioners often study the validity and predictability of these tools to confirm its effectiveness and application. The various assessment tools are used either for selection of the right candidate internally and externally for a specific job role, and or they will be used by existing talents for creating a personal development plan. From job simulations to interviews, there are a number of different types of pre-employment tests organizations use to identify, hire, and retain talents that lead and drive business sustainability.
1）GAME-BASED ASSESSMENT (GBA)
Game-based assessments incorporate game elements into psychometric tests and can be used alongside, or as an alternative to, traditional psychometric test solutions to make the recruitment process more fun and engaging experience for participants; and effective for employers. These games are real-life work-related and scientific assessments in the form of job simulation role-play experiences to test if applicants possess the job-specific skills and to analyze decision-making capabilities. Participants will have to demonstrate personal trait in problem-solving and how they would analyze the situation to provide insights for potential employers evaluation. This type of gamified recruitment solution combined situational judgement, numerical, logical, e-tray and personality which will take approximately an hour to complete and tend to be more complex since they mirror a real-life business experience. Most MNCs and sizeable organizations have adopted this type of test for their assessment centre to identify Gen Y & Z to take on a new role and or to determine promotion of their talents.
Pre-hire assessment tests are used to analyze cognitive ability and problem-solving, and to measure a person’s reasoning and logic skills, ability to learn and reading comprehension.
It assesses the applicants thought process and analyze behavioral and emotional patterns. They identify a variety of personality traits. Job candidates are asked to evaluate themselves through a series of structured questions, giving clues as to their personality traits.
4）STRUCTURED / UNSTRUCTURED INTERVIEWS
In a structured interview, interviewers are well-trained to ask each prospective candidate the same series of questions. The interviewer in general will not interpret the question for candidates as candidates’ interpretation is important. The set of question covers key attributes that the role required for examples, solution-seeking, teamwork, motivational and cultural fit; and interviewers will listen for the guided answers and mark according to the coding sheet for each interviewees. Research showed that this helps predict the overall job performance and has been widely adopted by Standard Chartered bank as a global standard resourcing protocol.
In an unstructured interview, it often leads to inconsistent and subjective results. Even trained interviewers have a difficult time comparing job applicants and providing useful results for employee selection. In addition, it is not uncommon for the interviewer to miss asking vital questions during the interview process, which makes it even more difficult to predict future job performance.
5）YEARS OF EXPERIENCE
As part of the conventional selection process, business managers often rely on reviewing the total number of year of experience to recruit the right person. However in the digital age, let think about “do years of experience get you a high-achievers for your business” ?