Different jobs require candidates to fulfil additional requirements, and beyond applications, CV submissions, and possible digital or face to face interviews, other strategies have started to take growing prevalence. While PSTs (Problem Solving Tests) have become a familiar and regular occurrence across multiple job application processes, a new recruitment style has become prevalent. Different industries and organisations are trialling it.
So, what possible tests or checks could a recruiter do throughout an application and screening process?
Some of these forms of testing are relatively new, and others have been put in place in recruitment strategies for a very long time. Recruiters have used pSTs to reduce bias firstly, but to also see what different skills a candidate has that would make them the most suitable for a role. There are now multiple formats of PSTs that can check for reading, writing, numeracy, data handling, data reporting and much more.
There are many benefits to PSTs, and here are some of them:
Some of the drawbacks PSTs
Moving on from PSTs there has been a new a strategy which is starting to take more and more prevalence, and n certain companies are replacing PSTs. PSGs stand for problem-solving games, where instead of a standard testing format, candidates are asked to play certain games to assess their critical thinking, amongst other skills. This phenomenon has become known as the gamification of recruitment, looking at how the rising gaming can be used to assess new candidates.
A question needs to be addressed: Are PSGs better than PSTs?
As problem-solving games are built to assess skill and strategy, one of the overarching benefits is that it does not feel like a test, which means that you may be able to immerse yourself into the world of the game you are in. If a candidate is a casual gamer as a hobby, then this can be beneficial. However, it may also be essential to note that some candidates may be at an advantage over others if they are gaming more regularly. To rectify this issue, there are detailed explanations, tutorials, and games that can be universally understood and completed by all candidates who get to that stage.
One of the most significant benefits, as already discussed, is that gamification is a step away from test formats, and this means that in real-time activities such as gaming, candidates have the opportunity to demonstrate all of their skills. Also, the fact that testing format is now a game means that there is less of an onus on candidates to prepare for the tests which means that they may be on more of an even playing field when assessing cognitive abilities, so there is the argument that gamification helps bring out more ‘natural’ abilities so to speak.
However, it may be difficult to do adequate numeracy and literacy testing that is required for specific jobs, it is possible that software is yet to be developed. Still, on the other hand, traditional formats of testing may just be more effective.
With advantages and disadvantages to this new recruitment testing strategy, it is an exciting era watching how the advancement of technology is making for new methods to test people’s aptitude for a job.
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