HR duties are filled with tasks that can be anywhere from tedious to delicate, from interviewing diverse candidates, to providing ongoing, effective workshops and literature for already hired employees. From both a streamlining and a culturally responsive perspective, adaptive testing can help improve the HR experience for everyone involved.
The hiring process can be challenging, not only because it involves singling out the best candidate amongst many good options, but also because it involves spending time and energy interviewing candidates that turn out to clearly not be good fits.
There are many ways to filter this and try to avoid this extra work, one useful one being adaptive testing as an initial filter. An initial adaptive questionnaire before setting up an interview can be helpful in differentiating potentially good hires from people that do not meet the qualifications for the position. Not only this, it can help give insight on people that, perhaps, don’t meet specific on-paper qualifications, but have otherwise valuable experience and knowledge to offer.
Adaptive testing can go a step further and more accurately measure the strengths and weaknesses of candidates. If there are multiple differing positions available, an adaptive questionnaire can provide more comprehensive information about which positions suit different candidates more appropriately. This can help make even the interview process more streamlined since interviewers will already have a better idea of what questions to ask, and what angle to take.
Ongoing HR Tasks
There are a variety of processes that need to be carried out from an HR standpoint with already hired individuals. Tedious tasks can certainly be automated with the right data bases, but more important than those speedy processes are the plethora of delicate subjects that need to be addressed.
In the era of social movements, it can be difficult for any one HR individual or team to be fully capable of speaking on every talking point that needs to be brought up. Whether it be fighting systemic racism or confronting institutional misogyny, these are extremely important, extremely delicate topics that need to be and are being addressed in workplaces everywhere. These conversations and evaluations need to be had, but more importantly, they need to be had effectively.
Adaptive testing, culturally responsive approaches, and the challenging of these systems all go hand in hand. It’s important that, not only can adaptive tests be constructed by individuals who are experts and able to meaningfully speak on the matter, but also that the question bank pooling method allows these processes to be able to reach more people in a more personal, specific way. It’s a better way to make sure these conversations are meaningful, and not just another HR checkpoint.