Advances in Online Assessments: Fast, Accurate, and Efficient
Online testing is the name of the game in employee selection these days, and Kronos scientists are leveraging the latest technology to ensure applicants have a fast, fair, and fun testing experience while hiring managers get accurate and intuitive results.
Multi-Stage Testing: Our online assessments allow for assessments to be administered in stages, so neither you nor the candidate waste time going through a longer-than-needed hiring process. The candidate only proceeds to the next stage of assessments if he or she has passed the current stage. Hiring managers get better information about applicants in less time.
Computer Adaptive Testing (CAT): Applicants want shorter assessments while hiring managers want more predictive information about their candidates. Now you can achieve BOTH. CAT tailors the assessment to the candidate in real time, “adapting” the questions to the candidate’s responses as they are given. The test is harder to cheat and faster to complete while maintaining a high level of predictive accuracy – improving the overall quality of the assessment.
Mini-Simulations: Kronos assessments can now keep applicants engaged with short simulations that present job-specific situational “exercises” in virtual environments. Candidates are presented with a series of job scenarios and asked to select the actions they would most likely take, introducing an element of realism into the assessment process. Based on the responses to these scenarios, the hiring manager gets a preview of how candidates might respond to a similar situation on the job. The candidates, meanwhile, get a preview of what they might actually face on the job.
Dynamic Interview Guides: During the assessment process, behavioral interview questions are automatically generated in real time based on how the candidate scores on the assessment. These questions help you maximize your limited interview time with a candidate by focusing on specific competency areas identified by the assessment as needing further scrutiny.
The result? Hiring managers spend more time during the interview on the areas that matter most.
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