People are more than just their diagnosis and can add absolute value to a company’s way of working.
Applying for a job is a job in itself, you sometimes hear people say. When you have to take selection tests, it is doubly hard if you have a disability. Pieter, for example, has to take digital selection tests without much experience with the computer. Or Soufian, who is color-blind, suddenly has to categorize all kinds of things according to color in a reasoning test. Didier has an attention disorder and has to concentrate on a selection test in a crowded test room.…
What is an “accessible test”?
When developing our tests, we keep the target audience in mind as much as possible. We take into account language use (How do we keep the instructions and assignments understandable?), simplicity (Does the answer method and test format feel intuitive?) and meaningfulness (Do the skills from the test match the skills of the job for which someone is applying?). In doing so, we also offer candidates the chance to practice, via short demo tests. In this way, candidates already get used to the questions and the test environment, giving them a greater sense of control over their own performance. The latter is important, for example, for people with an immigrant background who are often less accustomed to the Western way of testing.
What is an “accessible testing platform”?
On the testing platform, we communicate clearly exactly what is expected of candidates. We indicate that candidates should be well rested and fit for testing and that they should take the tests in a quiet environment (without many distracting noises, people, flickering lights …).
People are more than their diagnosis, and can add absolute value to the operation of a company.
Furthermore, when setting up a testing you can also think about the structure and course that best suits the target group, for example by adapting the test battery to the function being tested. For the visually impaired, you can also recommend candidates use the zoom function (text magnification) on the screen, and have them use the keyboard instead of the mouse to answer. You can also always add extra breaks during the test taking or extend the test time for certain candidates. As a consultant, you can always count on professional assistance and advice from the easily accessible Cebir help desk, staffed by qualified psychologists and technicians.
But … one candidate is not the other, right?
That’s right, every person is different. That is why we do not only look at standard procedures or group solutions, but seek customized solutions. Thus, we propose concrete adjustments and/or advice, adapted from the needs of the candidate. In the note below we look at dealing with visual problems, dyslexia/dyscalculia, attention disorders, Autism Spectrum Disorder and hearing impairment, among others. After all, these are people who are much more than their diagnosis, and can add absolute value to the operation of your business. It is therefore necessary to give them a fair chance to prove it.
Would you like to read more on this topic? If you’re a customer you can download the full study.