Understanding How Online Candidate Assessment Works in New Zealand
At the heart of it, online candidate assessment is when candidates complete a number of tests or questionnaires from the comfort of their own home. These tests are designed to assess aptitude, ability, skills and job-relevant competencies of candidates for the position they have applied for. The aim is to determine how well a candidate will do the job and whether the person will fit into the culture of the company.
A candidate usually gets an email with an invitation and instructions to log in to a portal where the assessment is hosted. The different kinds of assessments range from ability tests (e.g., verbal, numerical and abstract reasoning), task-based skills testing (IT, role plays or administrative-based) and personality questionnaires depending on the employer and job type. Some of the assessments are timed; others offer candidates a window to complete them, usually several days.
In New Zealand, how do online assessments of potential candidates work? Is it fair, and is it a good representation of quality? The process is fair and valid in construction, as it maps directly to the skills you’ll need for the job. The tests are carefully designed and validated to ensure that they measure what they purport to and yield reliable results across all test takers. This method reduces bias and additionally provides all applicants, irrespective of their geographical or ethnic background, with an equal opportunity to prove suitability.
Use of online candidate assessment offers critical advantages to the employers. First, they make the hiring process more efficient by weeding out losers early and not wasting time with an interview when they are not a fit. This is particularly relevant in the case of New Zealand because there are reports by hiring managers that they spend a lot of time doing recruitment. Second, such tests offer hard evidence in support of hiring decisions for candidates that will decrease the likelihood of expensive recruitment miscalculations. In reality, studies reveal that bad hires can actually cost your business between 30% and 140% of the job’s salary — a financial gamble not all businesses are willing to take.
Those who participate in online tests should answer honestly and thoughtfully, especially when it comes to personality tests that are designed to determine work styles and motivation, rather than “right” or “wrong” answers. Candidates may be expected to demonstrate certain job-relevant skills, such as performing tasks, presentations or timed exercises.
The evaluations have to be discreet and secure. New Zealand employers are using secure platforms which have the capability of verifying identity and that will keep information confidential as required under local law and international best practice. Online testing is so versatile – candidates can sit the same test anywhere there’s an internet connection – it’s also helping to level the playing field when it comes to access and diversity in recruitment.
So, in short, how online candidate assessment works gives you a nice overview of the methodical, scientific process that is used to make recruitment more fair and effective. What’s in it for employers:They can more effectively match candidates to roles, and applicants get a fair shake at digitally showing off their skills. This contemporary use of technology is emblematic of New Zealand’s forward-looking attitude towards using online services for workforce development, which will probably increase across a number of sectors.
With online candidate testing in NZ, businesses can hire smarter and with confidence because they can allow candidates to show their true potential, rather than just through a CV and interview. In an increasingly competitive realm of hiring, this is something that will be key for both recruiters and candidates in the New Zealand employment market.
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