Organizations are constantly
addressing new uses for digital products. The objective is to
find more effective ways to accomplish specific tasks. The development
of computer databases, the use of PDA's and the adoption of computer-based
training modules are only a few examples of the way digital technology
is changing the way we work.
John Mooney, a Senior Human Resource Analyst,
writes a convincing article about the implementation of pre-employment
testing on the Internet. Mr. Mooney works at the Riverside County
Human Resources Department, which must, among other responsibilities,
recruit and select employees in the fastest growing county in
California. The county government employs over 16,000 people,
more than any other agency or firm in the county.
Traditionally, those applying for county
jobs had to take a written test. Applicants would go to a large
room during business hours to take a written test, often with
hundreds of others. The process was slow and impersonal, and
often the best candidates are lost if they accept a job from
another firm before finding out their test score.
Riverside County implemented the idea of
internet testing in order to screen applicants who were applying
to be probation officers. The goal was to hire the best candidate
in the shortest time. Before implementing this test, Riverside
County developed a test to screen candidates for an innovative
career-development academy know as the Riverside County Technical
Academy. This test had two parts: the first was not proctored,
measured basic aptitudes, and could be taken from any PC. The
second part was given in a proctored environment in order to
increase security. Test takers were timed and had to have a password.
The Internet test provides almost immediate
feedback and is much more gratifying to all involved. It concentrates
on three types of leadership skills: business leadership, interpersonal
leadership, and self-leadership. Also included on this particular
test are math problems and analogies. Responses from test takers
have been very positive.
The author also stresses that in selecting
an Internet-based test, an organization should consider the following
issues.
- Are we testing for hard skills or basic
knowledge?
- How effective is the screening?
- Is the test accessible from a variety
of locations at any time?
- How quickly can it be implemented?
- Is there electronic notification of test
results?
- Is there toll-free technical assistance
availability?
- Should one consider the possibility of
buying a test, or developing a test in-house?
- Does the test developer supply technical
support?
- Did we query other businesses that have
used internet testing?