Reliable assessments are central to hiring and recruitment of frontline workforce today. One of the primary purposes of assessments in hiring talent is to validate candidate knowledge (and by extension, verify the innate value of past knowledge as well as present skills and abilities).  In a fast-paced world where the demand for the right talent often exceeds supply, organizations rely on assessments to systematically screen, qualify and identify the ”best-fit” talent for the job role and the organization.

Companies today demand faster turnaround and greater control over their hiring processes. Traditional pen-and-paper assessments demand people, facilities, equipment, time and money. Online and non-proctored assessments in recent years have begun to replace traditional proctored assessments. While much has been argued about proctored and un-proctored web-based forms of assessment, the verdict is still out.

Organizations typically hope to achieve as many of the following benefits as possible by updating their human resources hiring tools:

Reducing Employee Turnover
Reducing Liability Related to Skill Deficiencies
Improving Employee Satisfaction
Saving Time Spent on Hiring Activities
AlignMark works with some of the country’s leading companies to support their hiring and recruitment processes, supplying technology and assessments for improved predictability and control over their talent supply chain. Over the last 3 decades, we have seen the use of Un-proctored Online Testing (UOT) increase significantly. This uptick, though, has been met with equal concern from our clients over the validity of such practices. Our ongoing research on the predictive validity of several non-cognitive assessments (that is, personality and behavioral tests) with respect to a number of subjective and objective job performance metrics indicates that assessments administered in proctored and un-proctored settings have comparable validity. In addition, “Assessment Fingerprinting” can be implemented to help ensure cheating does not occur, or to catch “cheaters” before they are hired, should an assessment be considered susceptible to cheating.

If your current hiring process needs improvement in any of the following areas then Un-proctored Online Testing may be right for you.

Increased Efficiency in Recruiting Process
Decreased Cost
Reduced Cycle Time to Hire Candidates
Optimized and Reduced allocation of Recruiters
Policy and Recruiting vs. Processing and Review
High Value vs. Lower Value Activities
Focused Efforts on High-Potential Candidates

For more information or to see an example of online assessments, please visit www.alignmark.com or a direct link http://www.alignmark.com/salesperson-assessment-demo/