Canditech’s assessments are designed so candidates can showcase their abilities in an objective and bias-free manner. Employers can objectively hire candidates using job simulation assessments and structured video interviews.
Research shows that job simulation assessments are highly valid in predicting future job performance. Combining job simulation assessments (otherwise known as work sample tests) and structured video interviews allows employers to observe candidates in action before hiring.
What are work sample tests?
Work sample tests are reliable and effective assessments that allow candidates to demonstrate the skills and work traits they would use in the actual role. The skills that can be evaluated are:
What are structured video interviews?
Structured video interviews allow employers to streamline interviews with all candidates.
They ask every candidate identical questions in the same sequence, leveling the playing field from an early stage. These interviews are useful in assessing important competencies, including but not limited to:
- Communication skills
- Interpersonal skills
- Decision-making skills
- Leadership potential
- Cultural fit
Work sample tests and structured video interviews: Backed by Science
Reliable hiring methods require consistency, both over time and across hiring teams. Canditech’s work sample tests and structured video assessments bring both to the table.
Work sample tests allow candidates to demonstrate their work traits and capabilities in a controlled environment so nothing is overlooked.
Standardizing work sample tests enables employers to consistently evaluate candidates’ skills objectively, as there is no variation among the tasks candidates must complete.
Structured video interviews provide consistency in candidate evaluation that outlasts changing interviewers and time.
By using Canditech’s assessment platform to create and deliver your work sample tests and structured interviews, you can guarantee the reliability of your hiring process.
Hiring will be headache-free by providing the exact same instructions to all candidates, giving all candidates the same time frame to complete the skill assessment, and implementing automatic scoring (thus reducing human error).
Work sample tests and structured interviews accurately and effectively predict future job performance. This means that Canditech’s assessments are excellent indicators of determining whether or not a candidate will succeed in their role.
Work sample tests are more successful than other screening methods since they allow candidates to demonstrate their abilities directly in a realistic setting.
Structured interviews also have high predictive validity, allowing for a focused, standardized comparison between candidates.
According to the Harvard Business Review, “Work sample tests that mimic the kinds of tasks the candidate will be doing in the job are the best indicators of future job performance…
A skill test forces employers to critique the quality of a candidate’s work versus unconsciously judging them based on appearance, gender, age, and even personality”.
The high predictive validity of work sample tests and structured interviews is also supported by academic research, as seen in the image below (based on Schmidt & Hunter, 1998):
Work sample tests have a significant edge when it comes to face validity—the degree to which they seem to measure what they are intended to measure.
For candidates, a test with high face validity feels relevant and fair because it directly relates to the job they’re applying for.
Work sample tests and structured video interviews are opportunities for candidates to preview the position they are applying for, as the tasks and questions are directly related to the actual job.
Providing a positive candidate experience is crucial in a world where employer branding and reputation are at the forefront of a company.
With Canditech, you can streamline an efficient and effective hiring process. As a result, candidates are more motivated to perform well, feel less unfairly assessed, and have a more positive candidate experience.
A consistent concern with traditional screening and sourcing candidate methods is the potential for human bias.
Hiring managers and recruiters may be influenced by factors such as gender, appearance, and education when reviewing CVs and holding unstructured interviews.
Work sample tests focus on using standardized, automated scoring systems, therefore reducing bias. They ultimately level the playing field, giving candidates an equal opportunity to demonstrate their skills. Regardless of how candidates acquired their skills-whether it be from past work experience or in a school setting—they’ll be assessed without bias.
Structured interviews also help eliminate bias in the hiring process by providing a consistent format where all candidates are asked the same set of questions. Additionally, structured interviews enable employers to create a standardized, predetermined scoring system that reduces subjective judgment in evaluating candidates’ answers.
Canditech’s work sample tests and structured interviews significantly reduce bias in the hiring process, promoting a more diverse and inclusive workplace.
How can Canditech’s work sample tests and structured interviews help you streamline your hiring process?
- Hiring decisions based on data
Hire candidates based on how they solve real-life challenges that mimic the actual job as much as possible. This is the best predictor of future job performance.
- Bias-free hiring decisions
Canditech supports businesses in achieving their DE&I goals and creating a culture of equity and inclusion by providing objective and valid assessments designed to be bias-free, ensuring that candidates are evaluated solely on their merits.
- Amazing candidate experience
Engage candidates with an amazing experience that allows them to demonstrate their potential in real work scenarios and get a preview of what it’s like to work at your company.