The hiring and recruitment process is often a long, tiring, and tedious one—but it doesn’t have to be. With better initial filters, more streamlined processes, and a more in-depth initial evaluation – the hiring process can be made much quicker, much less tedious, and much more effective. All of this can be achieved by implementing adaptive testing.
Choosing between multiple great candidates is hard enough but doing so while having to spend time and energy interviewing and evaluating candidates that turn out to not be good fits in the first place can make it an even more tiring process.
To avoid this unnecessary exhaustion, an initial adaptive questionnaire can be put in place to gauge an applicant’s qualifications. This can help make sure that the necessary energy is being spent only on viable options, which can make the human part of the process more accurate.
Beyond just filtering, an initial adaptive test can help gauge applicants’ specific strengths and weaknesses. If there are multiple differing positions available, this can be incredibly useful in matching applicants to the positions that best suit them.
Not only this, but meeting qualifications isn’t always a clean-cut answer. Adaptive testing can help determine if an individual might not be a good fit for the environment despite meeting qualifications, or if they have valuable experience and knowledge that would make them a great fit despite not meeting the qualifications completely.
Both of these nuances can also help give better direction to an interview stage. If the interviewer knows beforehand what kind of questions to ask and what angle to take, and the interviewee knows what to expect, chances are that the interview will go more smoothly and efficiently, making it less tedious and nerve-wracking for everyone.
Speaking of nerve-wracking…
Curbing Anxiety with Adaptive Testing
It’s difficult to tell exactly how an individual will fare in the social context of the position from a single, initial meeting. It may very well be that the individual turns into a much more social, easy to work with person once they have the confidence of being hired and accepted, but still presents as anxious and unsure during an interview.
Although this can’t be entirely solved, at least not in this way, having the reassurance of favorable results on an initial questionnaire can grant the necessary confidence needed to curb some of this anxiety. This can help the interviewee present more honestly and sincerely, and help the interviewer get a more accurate gauge of the applicant.
There are many ways to implement adaptive and fair testing to this process which certainly aren’t limited to the details listed here. Learn more about how AdaptiveX can help your organization administer adaptive testing, and schedule a demo here.