Old School Test - Old School Results (Score 1)

Resumes and assessments are both forms of data gathering used to create evidence of job-fit and support the hiring decision. Companies ask for resumes everyday and screen them, knocking people out of the running for a job A very subjective, bias loaded process, yet very few people complain. Your resume failed the test. The way you chose to describe yourself failed to be job relevant. A company asks every candidate the same questions (fair, consistent, objective) in the form of a test or profile, and people freak out. Your self description, based upon your choices from standardized language or your ability to respond correctly to questions addressing technical capabilities (thinking, interpretation, computation, diagnosis, etc.) was more job relevant or less job relevant than others As in any discipline, variation in approach (poor to best-in-class) exists. Some IT professionals rely heavily on off-the-shelf building blocks for client solutions. Others prefer to create custom code and a needs-based solution. In the world of assessments, there are many off-the-shelf tests, profiles, and evaluation tools. Some work better than others. Some are interesting, but of no value for improving the quality of hire. Many are easy to implement without proper training, nor research on how to interpret the results. Those are the types of assessments candidate often react most negatively too The leading-edge solutions for talent evaluation are job-specific, simulated work samples. This allows the candidate to take parts of the job for a test drive which produces a work sample. In the design-build stage, research is conducted to document how candidate response patterns predict on-the-job performance. Once such solution is the Virtual Job Tryout® Candidates enjoy it because it uses web 2.0 principles, is very job relevant, multi-media, informative, and challenging. Recruiters discover great value in comparing and contrasting candidates based upon objective criteria. Companies embrace it because the return on investment is established from improved performance of new hires and there is minimal risk for adverse reactions from candidate. Just as in IT solutions, candidate evaluation methods designed to unique performance specifications often produce the best results. Joseph P. Murphy Shaker Consulting Group, Inc. Developers of the Virtual Job Tryout® [e-mail] http://www.shakercg.com/ http://www.youtube.com/watch?v=cNTJGkSV830&feature=channel_page