Candidate Screening

 

Employee screening is the process by which an organization recruits new employees, due to employees who have left or because of organizational expansion. Employee screening is one of the basic tools of human resource management, and its purpose is to identify a person whose characteristics as an employee match the job requirements. In modern theories of human resource management, it is customary to divide the employee screening process into two stages: job analysis, which is a process of evaluating job requirements and the skills required to perform it, and selecting an employee using psychotechnical screening tools. The standard recruitment process is usually carried out according to the following stages:

1. Job posting

2. Receiving and sorting resumes

3. First job interview

4. Second interview

5. Psychotechnical screening test

6. Employee onboarding

 

 

Employee screening tools are all the tools that organizations use to collect information about the job candidate, the most expensive of which is the psychotechnical test, and for this reason, it is only done for the final candidates. This information usually includes skills, personality profile, and sometimes a separate reliability report on the candidate.

The psychotechnical report will assist in deciding whether the candidate is suitable for the position. Screening tests are required to meet two criteria: reliability - results that repeat themselves regardless of time, the identity of the examiner, or the location of the test, and validity - the match between test results and the actual performance of the job.

Along with its contribution to the organization, employee screening entails high costs. Direct costs can include salaries for the human resources department, payments to placement companies, psychotechnical assessment, and so on. The indirect costs of not having structured employee screening include much more, such as the cost of employee turnover, mediocrity, reputational damage, and more. The traditional employee screening method is based on the need to interview each potential candidate. The basic assumption behind this approach is that the wasted interview time when candidates are not suitable is the lesser evil. So far, no method has been found to save this process. In the employee screening process, psychotechnical tests come at the last stage before hiring the employee if they have passed the other stages.

 

Organizations use different types of employee screening tests to assess a candidate's suitability for an existing position, among the tests in use you can find: cognitive tests, personality tests, and integrity tests. One of the main tools in employee screening for checking general skills such as verbal, numerical, and thinking abilities are cognitive tests. Over the years, research has been done that has helped develop cognitive tests more suitable for employee screening, and today these tests are a popular tool used by organizations for recruitment purposes. Among the three main employee screening tools (interviews, tests, and simulations), psychotechnical tests are considered the last barrier before hiring employees for the organization.

Cognitive tests for employee screening are carried out as part of the psychotechnical test and distinguish between candidates with reference to their mental skills. There are three common types of cognitive tests:

• Verbal ability – examine the examinee's ability to use language skills.

• Quantitative ability – examine the examinee's ability to solve various mathematical problems.

• Explanation and analysis ability - examine the examinee's ability to solve a variety of analytical problems.

Most cognitive tests combine the three types mentioned above. Cognitive tests have been proven by research to be a good predictor of performance in work that requires cognitive ability.

 

So what is LogiPass? What is special about it and how does it change the traditional employee screening procedures.

Until now, the candidate's skills and personality profile were measured only as part of a long, expensive, and exhausting psychotechnical test, not to mention the need and time spent coordinating the candidate's arrival for such an assessment day, also from the job seeker. LogiPass gives you the essence of the psychotechnical test, a skills test + personality test quickly and at a much lower cost. The results are received without waiting, while results from a psychotechnical institute may be received after several days or even more.

 

LogiPass gives you an innovative and unique tool to streamline the recruitment process - a psychotechnical test from the candidate's home or in the organization according to your discretion.

It is an innovative system of psychotechnical tests for job acceptance. The system produces a personality profile and checks various abilities of job candidates in Hebrew, Russian, and English, for example: memory, technical understanding, numerical ability, output, logic. All this in a variety of languages and from any place this system allows employee screening even before they arrive for an interview and start the recruitment process.

The disadvantage of the absence of a psychologist involved in the diagnostic process is similar to the disadvantage of a phone call to a real meeting, it is more available, and easy to implement from anywhere and serves as a substitute in many situations, in addition its cost is much lower than a full psychotechnical test.

Computerized psychotechnical assessment allows the organization economical and focused employee screening, under long, unnecessary, and expensive interviews for both parties (the interviewer and the interviewee). In many cases, it will even reach first to quality working candidates who see this screening method as an opportunity to advance in the screening process without losing work days on unnecessary interviews, in summary:

• The recruitment and employee screening process becomes qualitative, economical, focused, and fast.

• The candidates who come for an interview are of higher quality and more suitable.

• Employee turnover is significantly reduced.

• In this method, skills and personality tests are performed before scheduling interviews, unlike the standard recruitment process where screening tests come after:

Resume sorting, first job interview, second interview, simulations, and only at the end psychotechnical assessment and back to the starting point when the candidate is not found suitable.

LogiPass allows you to sort applicants according to the compatibility of their personality with the job requirements.

LogiPass allows you to sort applicants according to their skills and invite the most suitable ones for an interview first.

LogiPass saves you time and money in recruiting and screening employees.

It is a unique system, randomized, the multitude of questions and answers creates a situation where each examination is different from the previous one, you can examine the candidates from home without fear that they will be helped by someone or something, a repeat test at the business place changes the questions but maintains the level of difficulty of the questions, and it is provided free to its customers.

LogiPass, a smart way for employee screening.

By Gabi Adam

* Since the article was written, LogiPass has developed integrity tests and they are in use by system customers.