Soon assessment may be just a game

downloadIn the 1984 film “The Last Starfighter,” an ordinary Earth boy bests a video game by shooting down enemy alien spaceships. But what seems to be a conventional space war game is actually a highly realistic simulation being used by the army to identify and recruit new talent. The boy’s winning score earns him a very exciting new Job. Sound far-fetched? It’s not. In a clear case of fact following fiction, the U.S. Army has already been making use of a war simulation game called America’s Army to help engage and attract a new generation of soldiers. The U.S. Navy has been using simulations to test their candidates as well.  In the past 3 years, the growth in computing power and broadband connections has meant that the use of simulations is becoming an increasingly viable recruiting tool in the private sector as well.

Simulation based testing is one of the biggest trends emerging in human resources technology, but what makes it so attractive? First and foremost, simulation can provide an excellent indication of how well participants will perform in the workplace – even if they have no previous experience. The research is providing mounting evidence that simulated assessment testing may be less biased, more culturally fair, and a more accurate predictor than traditional assessments, interviews, or role-playing. Finally, simulations are an exceptionally engaging form of testing. In reality, they are a form of computer game – and we all know how popular computer games are. As the production quality of assessment simulations rise, the line between game and assessment is rapidly blurring.

At Talegent, we have focused our efforts to develop simulation tests for graduates, so you can see exactly how well they’re going to perform at your company. The old proverb says that forewarned is forearmed, so why not arm yourself with the best possible knowledge about how well your potential employees are going to perform. Who knows, you may find your next star player – or Starfighter.

Check out our graduate solutions on our YouTube channel, or visit us on our website to see what graduate simulation testing can do for you.

Big innovation at the Auscontact conference


The Auscontact conference is coming up in Melbourne this week, and I look forward to seeing some of the biggest new innovations in contact centre technologies, as well as sharing some of our own. Some of the innovations in collecting and using big data are going to be particularly exciting.

Prevailing wisdom says that prior experience is the most important factor when deciding to hire. However, the reality is far, far different. A seminal 20 year, 360 000 participant study by the Harvard Business Review found that there was no relationship between prior experience and on-the-job success. With no other sources of information available, contact centres had no choice but to rely on a candidate’s CV when making hiring decisions, but in recent years, this has all changed.

So what’s the answer to hiring the best applicants, regardless of their experience? Talent assessment. We started screening contact centre applicants on key personality and critical reasoning competencies – characteristics like customer focus, problem solving, and sales focus. Without fail, contact centres who implemented to talent assessment started hiring candidates they would have previously never considered. The result? Candidates selected by talent measurement outperformed those who had been those who had previous work experience across a wide range of measures including ratings by managers and sales conversion rates. If you’re still not convinced, you can confirm a candidate’s ability by testing them in a complete simulation of the specific job you want them to perform. Instead of having to assume that candidates are competent at the job based on prior experience, you can make sure of it by using our assessments.

The data speaks for itself, of employees who scored in the low range of customer focus only a third met their net conversion rate. Conversely, of those who scored highly in customer focus, almost 90% met their conversion rate. One large company studied found their times for phone screenings reduced by 20-50%, and a reduction of 20% in the total staff hours required for the recruitment process.

Not only does Talegent’s application screening allow you to identify applicants who will perform, but also reduce employee turnover rate by identifying those who are more likely to stick with the job. In today’s world, it is not enough to rely on traditional hiring processes, and a candidate’s experience alone will not translate to on the job performance. Give yourself the best chance of success, and hire the employees who you know will perform.

Visit our website or find us on YouTube to find out more.