More and more companies are using online assessments to select the right talent for their company. For example, the Donors' Association for German Science assumes that the use of digital selection tests and digital psychometric mini-games will increase by 82% by 2023.
Definition: online assessment
Online assessment (also e-assessments) means internet-based aptitude diagnostic methods for predicting professionally relevant variables to assess the suitability of applicants (Konradt & Sarges 2003).
Content and fields of application of online assessments
The compilation of Test procedure in an online assessment Is derived from requirement profile off. As a result, the procedures are tailored to the respective job profile and range from job-related personality tests to tests of cognitive abilities (e.g. intelligence and concentration tests).
Online assessments are primarily used to pre-select applicants and are used to select suitable candidates from a large group of applicants (Ott, Ulfert & Kersting, 2017). However, they are also often used as a supplementary diagnostic component as part of professional and scientific personnel selection, for example by personal interview a cognitive performance test is carried out. In addition to personnel selection, online assessments are also increasingly being used in the area of career guidance, for example in the form of self-tests of personal interests or in Potential analyses.
Do online assessments therefore have the potential to completely replace selection tests carried out on site? Time to take a closer look at the advantages and disadvantages of online assessments!
Online assessments: These are the benefits!
1. Objectivity and Validity
Companies receive an objective and valid basis for evaluating the competencies of applicants specified in the requirement profile. As a result of standardized test execution and computer-based evaluation, the test results are independent of subjective, distorting influences, such as the perceived sympathy for applicants (so-called “unconcious bias”).
2. Efficiency:
Companies benefit from Time and cost saving potentials. This is because personal selection days and assessment centers are usually very time-consuming and expensive. As a result, travel and accommodation costs are usually high, and supervising applicants on selection day also usually ties up valuable personnel resources. In addition, coordination costs are reduced, in particular through connections to existing applicant management systems (Applicant Tracking System, ATS for short).
3. Applicant acceptance:
Applicants benefit in particular from a high degree of flexibility when it comes to online assessments: take the test in the morning or afternoon, at home in the office or in a holiday home in Spain — this decision is usually up to the applicant. The tests are often designed in such a way that they can easily be carried out on mobile devices such as a smartphone or tablet. As a result, the processes are increasingly following the idea of zero-footprint measurement — there is virtually no longer a burden for the participant. This takes pressure out of the test situation and creates a more pleasant test atmosphere. As a result, applicants are usually very positive about online selection processes. This is particularly the case with Game-based assessments the case. These include playfully prepared test methods, in the form of psychometrically developed mini-games, which are used to measure cognitive, social and personality-based characteristics. Because packaged in appealing mini-games, online assessments are actually really fun.
4. Employer Branding Tool:
To yourself in today's battle for High Potentials To position themselves as an attractive employer for a young target group, companies must have a positive applicant experience create. For this to succeed, they must better understand the needs of a new generation, such as their desire for digital and flexible solutions. Used correctly and consistently on the tailored to the needs of the target group, digital selection tests and mini-games therefore have the potential not only to select the right talent, but also to serve as a valuable employer branding tool (Kupka, Müller & Dierks 2010).
Online assessments: These are the disadvantages!
Risk of fraud
While applicants are under continuous monitoring during a selection process carried out on site, they are generally unobserved during online assessments. It is hardly surprising that this also increases the risk of fraud. In this way, applicants can either use unauthorized tools or ask other people for help. When choosing providers of online assessments, it is therefore important to ensure that they modern technologies for reliable and accurate Detecting fraudulent behavior use.
Lack of human fit
Hiring an applicant without having seen him or her in person? For many HR managers, this is out of the question. Because in addition to professional fit, human fit always plays a role, of course. After all, the new applicant should also fit into the team and the company. The best way to tell whether this is the case is through a personal conversation. But online selection processes and a personal selection interview are by no means mutually exclusive. For example, online selection processes rarely become the final selection of applicants (so-called positive selection) is used. Rather, they should primarily identify and sort out unsuitable people (one also speaks of Negative selection).
So instead of making a final decision based on the test result, a Pre-selected group of applicants Become who is in the requirement profile has defined competencies. Positive selection continues to take place in the downstream selection stages, usually carried out by people.
Conclusion
The analysis shows that increased scientific efficiency and efficiency through leaner and faster processes are not mutually exclusive! In particular when potential stumbling blocks such as fraud risks are considered, Do online selection processes enable accurate, fair and cost-effective (pre) selection of personnel.
Case studies from HR practice
Deutsche Lufthansa AG provides a current practical example of the effectiveness of scientifically based online assessments. Through the use of scientifically validated psychometric testing methods from Aivy Could a A remarkable hit rate of 96% is achieved when pre-selecting trainees — and that even before the first personal interview.
The implementation of Aptitude diagnostics Within a 15-minute online assessment of the existing application process, this led to:
- An overall success rate of 96% for candidate suitability
- A time saving of over 100 minutes per application
- A high level of acceptance among applicants with 86% completion rate
The high predictive accuracy of the process was demonstrated by a sample of over 1,200 applicants.
More than 100 well-known companies already rely on Aivy's online assessments
... and use them to successfully avoid wrong decisions in personnel selection — even before the initial interview!
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Testimonials from HR managers
“We get a better look at the person and recognize their strengths. So we can select by fit.” confirms Susanne Berthold Neumann, responsible for innovative young talent programs at Deutsche Lufthansa AG.
The combination of scientific background and positive candidate experience makes modern online assessments particularly valuable for companies. More about this here...
Quality standards of online assessments
When carrying out aptitude diagnostic procedures, the Scientificity of the methods used as well as the Protection of personal data in focus:
- Processing on ISO 27001-certified servers in Germany (Frankfurt am Main)
- Pseudonymized data collection to ensure anonymity
- Regular review by independent auditors (GDPR and BDSG)
As scientific spin-off of Freie Universität Berlin Aivy developed aptitude diagnostic methods that are based on DIN 33430 and have been validated in over 500,000 tests at more than 100 companies of various sizes and industries. The development is carried out in close cooperation with leading experts, including Harald Ackerschott, co-author of DIN 33430 and head of the ISO Recruitment Working Group.
Sources
- Diercks J. (2020) online assessment. In: Verhoeven T. (eds) Digitalization in recruiting. Springer Gabler, Wiesbaden. https://doi.org/10.1007/978-3-658-25885-6_7
- Konradt, U., & Sarges, W. (2003). e-recruitment and e-assessment. Göttingen: Hogrefe.
- Kupka, K., Müller, V., & Diercks, J. (2010). Combining e-assessment with Web 2.0 personnel marketing at Media-Saturn. journal for e-learning, 2010 (1).
- Ott M., Ulfert AS., Kersting M. (2017) “Online assessments” and “self-assessments” in aptitude diagnostics. In: Krause D. (eds) Staff selection. Springer Gabler, Wiesbaden. https://doi.org/10.1007/978-3-658-14567-5_10
- Donors' Association for German Science. e.V. (2018). How future skills are changing HR work. https://www.future-skills.net/analysen/wie-future-skills-die-personalarbeit-veraendern/personalauswahl.
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