Will online tenders become the new standard?

Artificial intelligence and gamification in online selection

Did you know that almost 75% of new employees are not suitable for their new job position and organizational environment, and these people leave their jobs after only 6 months (source)? Even more important is the fact that each mistake in employee selection costs a company approximately 15,000 USD.

Even more important is the fact that each mistake in employee selection costs a company approximately 15,000 USD. However, there is good news! Nowadays, the connection between HR, science and technology is becoming stronger and stronger. The most advanced online selection technologies based on artificial intelligence allow us to shorten the recruitment time and increase the quality of candidates thanks to a data-driven approach. Sophisticated algorithms help assign external candidates to specific positions in the company based on comparative criteria and profiles adjusted to the customer’s needs. These automated online selection tools will allow us to increase the volume of candidates and at the same time speed up the selection process. It is worth mentioning some tools based on gamification technologies that create a positive experience for candidates. Using such tools can help immensely with creating a good employer brand, which will make you stand out from your competitors (source). Assessment Systems has developed a comprehensive solution that combines the advantages of psychometric and IT technologies in the form of online Assessment centers. This online selection methodology includes practical simulations designed to assess the required competencies in an environment that is dynamic and as close as possible to real business. Gamification was introduced into Assessment centers through an online multi-purpose business simulation. It is highly tailored to the selected abilities and allows us to observe the candidate’s skills directly in the process, which increases his engagement and passion. When selecting people for any job position or organizational level, a unique candidate experience is created with all the elements of an accurate and objective assessment. Which subsequently serves as the basis for your decision.

Validity and predictability

According to the CIPD, classic recruitment tools such as aptitude tests and structured interviews have a 50-60% predictive validity. This means that classic methods can yield certain results in the area of ​​abilities, skills and knowledge, but in up to 40% – 50% of cases the candidate may not demonstrate these qualities at all in the future. The main challenge of any recruitment process can therefore be: Will the candidate also demonstrate this behavior in work, as was the case during the recruitment process? And how to distinguish between real behavior and self-presentation? For online recruitment, this could be quite a difficult task, especially for management positions. However, the key to solving it lies in decades of psychometric research. Robert Hogan and his team have created a method that evaluates the reputation and behavior of employees using a test in the form of an anonymous survey without any self-assessment, which is usually present in the vast majority of personal inventories.

As a result, the company receives a report on the personal qualities of the candidate, his behavior in crisis situations and values. Moreover, the entire process takes place online. Hogan tests have the highest predictive validity at Assessment Centers.