I am impressed with Virtual Job Tryout. After experiencing it, I can only imagine how thorough your training course must be. This gave me a better understanding of the teller role and responsibilities.
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Go beyond intuition with Virtual Job Tryout: Better employee selection with better candidate data.
If you’re not collecting adequate, quantifiable candidate data from your job's fit evaluation processes, it will be virtually impossible for you to identify with any level of certainty the economic impact of your employee selection and hiring decisions.
Highlighting this point is our Quality of Hire Survey, in which we asked 558 HR professionals if they have candidate evaluation information in a database. Sixty-six percent of respondents said they did not. That’s right, sixty-six percent with no candidate evaluation information in a database.
Download our Quality of Hire Survey (pdf)
No Data = No Analysis = No Learning.
Harness the power of numbers in your staffing process with Virtual Job Tryout®. This company branded, pre-employment assessment optimizes the gathering of objective candidate evaluation data. Recruiters get performance-based decision support linked to job specific competencies. Virtual Job Tryout enables recruiters to rely on evidence versus ego by evaluating candidate traits difficult to measure with word-based methods (interviews, reference checks, etc.). Plus, it ranks candidates based upon performance outcomes from work sample simulations rather than resume word searches and personal judgment. The results: identifying your highest quality candidates in less time.
Virtual Job Tryout transforms employee selection into a science.
Long-term research has documented that two or more candidate evaluation methods greatly increase the accuracy of the hiring decision. That’s why Virtual Job Tryout delivers a multi-method evaluation into one seamless experience. And it generates a candidate profile integrating the results from multiple measures. Each evaluation method utilized in Virtual Job Tryout contributes to the overall job-fit score, which can be used to rank, group and present candidates in a top-down manner, thus allowing recruiters to focus on the most qualified applicants first.
