Switching your Applicants ON!
Being a great place to work or a popular brand may attract candidates to your organization but knowing exactly what switches applicants on to an online screening process ensures that the best talent sees the process through.
Saville Assessment’s recent survey ‘Are you switching on or switching off your applicants?’ investigated the factors that have a positive effect on whether an applicant will apply to an organization via an online screening process.
Here's how to SWITCH ON your applicants:
1. Practice makes perfect
Applicants want information that helps them to adequately prepare for the assessment they will be required to undertake. This is particularly relevant if you are using aptitude tests in your online screening process. Practice tests help reduce anxiety by allowing candidates to see the type of questions they will need to answer. Practice tests should also offer feedback on correct and incorrect answers, and be available in the same format and the same language as the real test.
All candidates completing tests via Saville Assessment’s online testing platform go straight to a ‘My Tasks’ dashboard. From here, candidates can find information on which test they need to take, how long it will take, what they will need to complete the test and a link to the relevant practice test. Practice tests are available in the same 29 languages as our aptitude tests.
2. Ensure everything works as it should
It may sound like a simple ‘switch on’ but there are few things as frustrating as setting aside time to complete an assessment or online form, entering responses and then finding that work hasn’t been saved or facing uncertainty about whether your test scores have been submitted. Applicants want to feel certain that the process will work 100% of the time.
The screening process is, for many applicants, the first real interaction they will have with your organization. Poor technology that fails to work when it should will switch applicants off to your screening process and reflect poorly on your business.
There is a greater risk of assessments failing if they run using technologies that require plug-ins. Always ask to see your test provider’s uptime statistics.
3. Use assessments that look good
Take an objective look at the assessments you are using. Do they look professional and reflect well on your organization? Are they relevant to the job role to which the candidate is applying?
The survey findings suggest that the overall look and feel is far more important when it comes to switching applicants on than using games or multimedia solutions. In fact, applicants surveyed rated ‘online assessment tasks that are like computer games’ bottom on a list of ten factors likely to have a positive effect on them.
We enable our clients to fully brand their assessments to help create a more cohesive user experience.
4. Organizational brand
Online assessments that clearly reflect the organizational brand have a positive effect on whether or not an applicant chooses to apply.
Online screening typically presents the opportunity to reflect organizational branding throughout the process. Look for ways to also build in positive factoids about the organization. Do you have great retention metrics? Tell your candidates. Do you have a strong charitable ethos? Tell your applicants.
Think also about what happens to those candidates you reject. 41% of applicants surveyed stated that they have decided not to purchase a product or service from an organization because of a negative experience in the recruitment process.
Good feedback can help make rejected applicants more positive about the recruitment process and the organization.
5. Be conscious of time
How much time are you asking candidates to invest in the online selection process? Short online assessments that are completed in less than 30 minutes will keep your applicants switched on to your process. The survey data also demonstrated that where an online screening process takes longer than 60 minutes to complete, organizations can potentially risk losing up to 50% of their applicants. To combat this, use short online assessments that give you valid data in a condensed timeframe.
Our Swift assessments combine ability areas such as verbal, numerical and diagrammatic into one time-efficient test. Combining Swift ability testing with Strengths behavioral assessments enables recruiters to get maximum data in a short testing time.
To receive the full ‘Are You Switching On or Switching Off your Applicants?’ survey write up, please email email@example.com