Pay for Performance
Case Study #1
1. Virtual tryouts allow candidates to show off their real workplace problem solving abilities that may not be visible in a traditional business interview setting. The conventional method of interviewing candidates is both time consuming and expensive especially if the pool of candidates is large or turnover in that particular industry is high. Virtual assessments come at an initial cost but over time have shown to lead to lower costs in the hiring process. Candidates feel as though more is being assessed than their appearance and ability to interview. There are some drawbacks though. There is little excuse any more to not be proficient with the use of a computer, but these tryouts have the potential to eliminate good candidates that have little or no experience with computer simulations. Also, the virtual tryouts do not completely eliminate the need for traditional interviews and assessments. Managers must decide if the opportunity to find better candidates is worth the high initial cost of these tools.
2. Candidates that have real difficulties using a computer due to disabilities may have an EEO claim especially if the job does not entail regular computer use. It is the job of the employer to offer an effective alternative to persons unable to have a fair opportunity in taking the virtual tryout. As long as the method used does not show to have an unbalanced bias toward a particular race or gender there is little chance at a legitimate claim with regard to physical characteristics.
3. Virtual job tryouts are certainly better for finding job candidates in some areas more than others. They are very effective for shrinking large pools of candidates down to a more manageable level and allow some self-selection for the candidates as they work through the process. Jobs that require active problem solving in a fast paced environment have a higher likelihood of getting a good candidate when well put together virtual tryouts are used. Jobs that
1. Virtual tryouts allow candidates to show off their real workplace problem solving abilities that may not be visible in a traditional business interview setting. The conventional method of interviewing candidates is both time consuming and expensive especially if the pool of candidates is large or turnover in that particular industry is high. Virtual assessments come at an initial cost but over time have shown to lead to lower costs in the hiring process. Candidates feel as though more is being assessed than their appearance and ability to interview. There are some drawbacks though. There is little excuse any more to not be proficient with the use of a computer, but these tryouts have the potential to eliminate good candidates that have little or no experience with computer simulations. Also, the virtual tryouts do not completely eliminate the need for traditional interviews and assessments. Managers must decide if the opportunity to find better candidates is worth the high initial cost of these tools.
2. Candidates that have real difficulties using a computer due to disabilities may have an EEO claim especially if the job does not entail regular computer use. It is the job of the employer to offer an effective alternative to persons unable to have a fair opportunity in taking the virtual tryout. As long as the method used does not show to have an unbalanced bias toward a particular race or gender there is little chance at a legitimate claim with regard to physical characteristics.
3. Virtual job tryouts are certainly better for finding job candidates in some areas more than others. They are very effective for shrinking large pools of candidates down to a more manageable level and allow some self-selection for the candidates as they work through the process. Jobs that require active problem solving in a fast paced environment have a higher likelihood of getting a good candidate when well put together virtual tryouts are used. Jobs that