CODEGROUND
CHAPTER 2

Why Online Assessments?


According to a Glassdoor survey report, on an average, each corporate job offer attracts around 250 resumes. Of those only 4 to 6 candidates get called for an interview, and only 1 will actually get the job. Imagine manually sieving through all that and more and still not being 100% sure on a hire.

"One never gets a second chance to make a first impression"

-Sadly it encapsulates how most of the hiring and interviews happen.

Now the below information has been flashed innumerable times before candidates and interviewers, with thousands of content being written on it.

“Judgments made in the first 10 seconds of an interview could predict the outcome of the interview.”

Now this information has been flashed innumerable times before candidates and interviewers, with thousands of content being written on it.

Now, what does this mean?
If the recruiter likes a candidate, they find more reasons to like them, and if they don’t then the rest of the time is spent finding reasons to only not like them more. This is a very natural response and the super recruiter is a mere human after all.

Psychologists call this a confirmation bias- “The tendency to search for, interpret, or prioritize information in a way that confirms one’s beliefs or hypotheses.”

Attention, attention! A solution exists.
We repeat, A SOLUTION EXISTS.
This is where we proudly present online assessment platforms.

Online pre-assessment tests can be used to help recruiters identify candidates who will be the right fit for their organization. These talent assessments help predict a candidate’s on-the-job performance and even retainability to a great extent. With reports and data supporting all the results. Hence, in theory, we can safely say candidates who go through the screening test should perform better as employees if they're hired.

In the strongly opinionated world, one thing people from any industry or profession would agree, testing simply beats gut.

Let’s also not forget, quality data is essential in taking any just decision.
Here are a few stats to support just that!

When a company uses one assessment, they hire the right person 60 percent of the time.
When using two assessments, a company will hire the right person 80 percent of the time.
When assessment use bumps up to three, a company will hire the right person 93 percent of the time.
(statistics from research TTI Success Insights has conducted over the course of 30 years about hiring the right person with assessments)

 We know, we have made our point, but hey more the merrier right?
Right.
So here goes, few more points on why online assessments:

CODEGROUND ONLINE ASSESSMENTS ARE USED WORLDWIDE

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