HOW DO YOU MAKE OPTIMAL USE OF ONLINE TECHNIQUES & GIVE MAXIMUM ATTENTION TO A HIGH-QUALITY RELATIONAL PRACTICE? HOW DO YOU OFFER PEOPLE MAXIMUM OPPORTUNITIES?

Digital assessment tools have been used in an international context for several years now. Since the COVID pandemic, various organisations allow their current and potential employees the freedom to choose between a live assessment on location, or an online assessment using encripted simulations and digital communication tools.

A state-of-the-art assessment center is context-rich, methodical and relational. Participants work face-to-face in a simulated environment, have challenging conversations, give presentations and debate. In addition to preparation time, there is at least 3 hours of contact for observation and dialogue. Several assessors assess their behaviour. Is it possible to combine it all in a digital programme?

QCANDIDATE HAS IT ALL

Once in a while a fundamental innovation changes the way we work. QCandidate online assessment platform is our way of providing an unmatched online assessment center experience.

Fully interactive

All simulations in QCandidate are fully interactive. This means we can offer candidates a complete digital assessment experience with all necessary tools to successfully participate in simulations, wherever they are, with all the dialogue time needed. Function descriptions, organizational structures, In-basket memos & agenda, data for analysis, all fully interactive.

Candidate (and safety) first

A candidate-centric assessment is all about reducing stress and anxiety in order to provide candidates every opportunity to bring out their best. The day schedule gives a clear, structured overview of the assessment day. Simulations come with the right timing, required content and necessary fraud security.

THIS IS OUR EXPERIENCE

Participants' experience

We asked ourselves the question : 'What is the experience of participants, considering that the programme is identical, and the number of contact hours as well ?’

On the basis of a systematic survey, we arrived at the following findings:

• The choice (on site or digital) is highly appreciated by the participants. The freedom of choice contributes to the satisfaction with the process.
• The general participant satisfaction is almost the same for both applications.
• Participants are similarly satisfied with the opportunities they have been given, with the dialogue, with the opposability of points of view, with the contact with the consultants.
• The 'warm' welcome scores better in case of a live assessment.

Are we measuring the same thing?

Is the quality of the measurement comparable? The answer is ‘not quite’. What have we seen, for example:

• It turns out to be easier to be assertive 'from a distance'. Giving a difficult message, direct communication is easier online.
• Convincing someone sometimes lacks personal power through online applications, although partial aspects of persuasion can be measured very well: enthusiasm about one's own point of view, reacting to counterarguments, responding to, etc
• Keeping an overview is more difficult for the participant when e.g. an in-basket is offered online. The classic 'paper version' makes clustering topics easier mainly for executive candidates.

Our assessors are well aware of these factors and take them into account in their assessment. The digital means of communicating face-to-face give different opportunities, not the same as face-to-face in a live context.

IN BRIEF

WANT TO KNOW MORE ?

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