Keeping the selection process short

As the proportion of roles that require testing has increased, the recruitment processes have lengthened, which candidates find off- putting. Once the decision has been taken to use tests – and they are not always appropriate – certain issues have to be considered if you are to get value for money:

openness – candidates should be aware tests will take place and informed of the arrangements in advance

feedback – should always be given unless there are good reasons for not doing so; candidates should also be informed of the arrangements for giving feedback

confidentiality – only people who need to know should have access to the results and candidates should be told who will have access to their results.

Candidates with a disability might also need special adjustments to enable them to take part in tests. For example, people with dyslexia might need extra time to complete written tests.