We normally will see an overwhelming response to our Call Center postings. Virtual Job Tryout has allowed me to be able to prioritize candidates who are overall a potential best fit as well as providing me pointed questions to help assess any areas of the position that may pose challenges for a candidate.
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Reduce performance variation with better hiring assessment tools.
No matter how similar candidates for a given job may appear on the surface, people are different. They are complex. They may behave in unpredictable ways once they’re hired. And that’s where the staffing waste problem known as performance variation comes in. You hired your best performer, and you hired your worst performer from the same hiring process. The range of productivity between these two extremes is a form of performance variation. (Check out our Performance Variation ROI Calculator to see how this metric can impact your company performance.)
Virtual Job Tryout is an essential hiring assessment tool for developing a staffing process aimed at reducing performance variation. Through a multi-method candidate evaluation, Virtual Job Tryout provides a rich data set for conducting a validation analysis. It gives recruiters the ability to understand which pre-employment data from candidate evaluation actually predicts success on the job. For example, the outcome of a validity analysis can demonstrate the strength of relationships among variables such as: work history and attendance; work style and time-to-proficiency; work samples and productivity, etc.
Implementing Virtual Job Tryout into your staffing process can result in fewer bad hires and a steady increase in your overall levels of productivity. By using this more calculated, data-centric approach, you'll be empowered to connect pre-employment data to real on-the-job performance metrics. Which will place the full weight of statistical evidence over “gut feelings” on how well your candidate evaluation process predicts better business outcomes.
You will be able to focus recruiter and hiring manager time and effort on those candidates best suited to meet the demands of the job. You will spend less time interviewing poor-fit candidates.
