Further, Web-based recruitment and selection applications can also measure the judgment of applicants by asking them to respond to a variety of selling scenarios. That way, the hiring company can see what level of selling skill the applicant has today. There are also a series of conflict resolution scenarios and affiliation scenarios that can assist the hiring organization in seeing how adept the applicant is in managing conflicts, both within the company and with potential customers. In addition, using the online tools to measure affiliation or the ability to create and be a contributing member of a team is also critical. The online Web-based hiring and screening applications can in effect tell a hiring company much more than a traditional interview can through the use of a series of well-define questions and through the use of scenarios that test the judgment of the candidate overall. From the company's perspective these Web-based...
This approach to benchmarking the knowledge of candidates also gets any interviewer bias out of the hiring decision, and only the knowledge, insight and experience of the applicant, not their race, creed, religion or appearance come into the hiring decision. Knowledge then becomes the differentiator between candidates, not their personal characteristics. This is a major advantage for hiring companies as well, as relying on these test for hiring decisions greatly reduces the risk of lawsuits filed by job applicants. Applicants have been known to sue companies based on perceived discrimination. The use of these tests to measure competency in sales alleviates that liability and bases the hiring decision on the knowledge and skills of the applicant alone.
