Qualification

This has become a very important step of late. The problem with getting all the resumes that we referenced in Attraction, is that a lot of them are either no good, or they are outright lies. For this reason, recruiters are now increasingly utilizing testing as a means by which they can screen and prioritize applicants before investing valuable time tracking them down and talking to them.

The most frequently used testing programs are in IT skills since that continues to be the area of the economy that suffers the greatest shortfall of talent, and lends itself to the greatest degree of abuse. There are different types of tests, including online, offline, and even proctored at the company's offices. Clearly, online testing is the most desirable because it is highly scalable, and allows the screening to happen at arms length. The concern with online testing is that it seems open to cheating, since you can't really know who has taken the test on the other end.

There are a few companies competing in the online IT testing arena in the U.S. but the one that seems to have solved the question best is one called ReviewNet. After getting a candidates test results, you can bring that person into your office and have not only the questions that he answered, but his results, the time it took for him to answer, and the explanation for each of these answers on your computer screen. So, if the candidate had his brother answering the questions for him, he will be in a bit of a predicament when the recruiter says "I notice you answered this particular question very quickly and accurately. Please explain your thinking behind that answer." Candidates are notified that this is the process, resulting in an effective deterrent to cheating.

Typically, a company will purchase a block of these tests and will administer them to candidates that look good after first reviewing their resume, and perhaps speaking on the phone.

Another form of preliminary testing that is catching on is personality testing. A 1999 survey of 1054 human resource managers conducted by the American Management Association shows that 44 percent used personality testing to select employees. This doesn't include companies that use less-orthodox methods of gauging personalities such as handwriting analysis or astrological charts.

For U.S. based recruiters, there are of course, several words of caution to be applied for preliminary testing. Namely, in our heavily regulated employment environment, using these as definitive de-selection criteria can be used against the employer in a discrimination lawsuit. Even with those risks, though, these tests are increasing in popularity.

I would be remiss if I did not mention that a crucial step is being taken toward solving the qualification (and the ocean of resumes) problem, not in the U.S., but right here in India. One of the key, unique components of CareerMosaic India is that it will allow employers to integrate a quick 10 minute skills test in the middle of the "Apply for this Job" process that the candidate is prompted into. I believe that this is the first time this is being done real time, integrated into a major job board, and expect that it will result in both a decreased volume of resumes, and an increase in quality and targetability. I will leave the in depth explanation of this system to the staff at CareerMosaic India, but it is truly an innovation that should deliver much value to its users.

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