Comments on: Results from the 6th Annual Rocket-Hire Online Assessment Usage Survey http://www.ere.net/2009/08/03/results-from-the-6th-annual-rocket-hire-online-assessment-usage-survey/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Sun, 21 Mar 2010 20:00:01 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: charles handler http://www.ere.net/2009/08/03/results-from-the-6th-annual-rocket-hire-online-assessment-usage-survey/comment-page-1/#comment-13864 charles handler Tue, 11 Aug 2009 15:11:10 +0000 http://www.ere.net/?p=9138#comment-13864 Good question Amy. I think that the best answer is, it depends... Both options have value depending on the situation at hand. Companies make use of both of these tools as a part of their hiring process. The use of web based simulations is just getting started but you should expect to see more and more options for this kind of assessment in the near future. These assessments are an excellent way to place candidates in realistic job situations and can be way more engaging then traditional tests. Phone based simulations are less common and I think their use is moving in the opposite direction. The exception to this would be a behavioral interview, which functions somewhat like a simulation as the candidate is asked to discuss how they would handle various scenarios that are relevant to the job. Phone based assessments are not automated so their cost is likely to be higher due to the fact that each phone call requires more resources. On the other hand, there is more richness of information from a one on one dialogue then from a more static simulation. When it comes to pure simulations, not including interviews, I think the trend will be an increase in the use of web based simulations and fewer phone based simulations. This makes the most sense from an economic perspective. Good question Amy. I think that the best answer is, it depends… Both options have value depending on the situation at hand. Companies make use of both of these tools as a part of their hiring process. The use of web based simulations is just getting started but you should expect to see more and more options for this kind of assessment in the near future. These assessments are an excellent way to place candidates in realistic job situations and can be way more engaging then traditional tests. Phone based simulations are less common and I think their use is moving in the opposite direction. The exception to this would be a behavioral interview, which functions somewhat like a simulation as the candidate is asked to discuss how they would handle various scenarios that are relevant to the job. Phone based assessments are not automated so their cost is likely to be higher due to the fact that each phone call requires more resources. On the other hand, there is more richness of information from a one on one dialogue then from a more static simulation.

When it comes to pure simulations, not including interviews, I think the trend will be an increase in the use of web based simulations and fewer phone based simulations. This makes the most sense from an economic perspective.

]]> By: Amy McKee http://www.ere.net/2009/08/03/results-from-the-6th-annual-rocket-hire-online-assessment-usage-survey/comment-page-1/#comment-13844 Amy McKee Mon, 10 Aug 2009 18:17:06 +0000 http://www.ere.net/?p=9138#comment-13844 What's the desire for companies to 1) use web-based simulations with video clips or avatars to show a vignette, and then have candidates choose the most appropriate response (typically in multiple choice format)vs. 2) have a phone-based simulation presenting a live situation in which the candidate must interact with a role player/assessor? If the costs were not too dissimilar (say 300 vs. 500), would companies find value in the live simulation to pay more? What’s the desire for companies to 1) use web-based simulations with video clips or avatars to show a vignette, and then have candidates choose the most appropriate response (typically in multiple choice format)vs. 2) have a phone-based simulation presenting a live situation in which the candidate must interact with a role player/assessor? If the costs were not too dissimilar (say 300 vs. 500), would companies find value in the live simulation to pay more?

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