 Step 1 of 4

The advantages of virtual tryouts are many but there are three major benefits which a
company enjoys by using virtual tryouts. Firstly through virtual tryouts organizations get
better qualified applicants. Secondly, through virtual tryouts recruitment process is very
quick which means that it is less time consuming. Thirdly, there is lower turnover among
employees who are hired by the organization.

 Step 2 of 4
The disadvantages of virtual tryouts are that it is very costly. Apart from that sometimes
screening tools eliminate the potential candidates who are unable to handle simulations or
computers in an appropriate manner. But that does not mean that those employees have a low
performance level. Although virtual tryouts are very interesting for the candidates but if the
actual work does not seem to be that interesting then the employees might quit their job or
become uninterested in their duties.

 Step 3 of 4
There are no EEO concerns regarding virtual tryouts. However virtual tryouts are not
appropriate for every type of position. This is because virtual tryouts have some screening
tools which eliminate the potential candidates who are unable to handle simulations or
computers in an appropriate manner. But these candidates might be good employees.
Therefore organizations should use a variety of tests to select the candidate and should not
only be dependent on virtual tryouts.

 Step 4 of 4
Virtual tests are best suited in those areas which have clear defined roles and duties. Those
duties whose results are also measurable are good for virtual tryouts. For example jobs which
have clear skill sets like manufacturing positions, customer service engineer and call center
candidates.

Chapter 6
Case Study 1
Job Candidate Assessment Test Go Virtual
1. What do you think are the prime advantages and disadvantages of National City
Corporation’s virtual tryouts?
The advantages of using virtual tryouts are competitive edge against other companies. Allows
them to pick candidates better suited for their work environment, allows candidates the
knowledge that they are applying for a company that is at the cutting edge of technology and
they want to move forward with the times. Unfortunately there are also disadvantages
associated with virtual tryouts. Employers may grab the interest of candidates, however if
real day to day activities at work do not contain some of the aspects that the virtual test had,
then employees will get uninterested and quit.

2. Do you think there would be any EEO concerns regarding this system?
I don’t think there would be any EEO issues with this system, otherwise it would not be
offered in the market. However I do believe that this new system “Virtual Tryouts” is not
necessarily right for all hiring aspects for every type of position/ company. There are aspects
of a perfect employee to company match that a computer test cannot guarantee. Example, you
can have a candidate that gets great results in the virtual tryouts given the situation that they
are told to address, yet in the real day to day situation of the position they do not do very
well, and vice-versa.
3. Would you suggest the company tailor its system for different types of candidates?
Yes, I recommend that the company tailor its system for the different types of positions and
the different types of candidates required to fill those positions.

CASE 2

impact do you think résumé screening tools are having on HR departments?

I think that the résumé screen tools have a huge impact on HR departments. Sometimes they
may receive thousands of résumés for one position. Instead of manually sorting through all
those cover letters and résumés, they can use the software that will match them with the right
applicant for the job. They also save a lot of time, money and effort that it takes to screen
each one. Even though there might be a few drawbacks to this software, it is still the most
efficient way to get through the screening process
.2.What competitive advantages do you see in using résumé screening tools?Using résumé
screening tools allows HR departments to reach the right candidates for thejob easy and fast.
One advantage is that it saves the company money. There will be less man hours of sorting
through thousands of résumés. It also will save the employers time and effort. The screening
tool will have all potential candidates listed after inputting certain keywords, skills or
positions that they can sort through without having to see onesthat do not qualify for the job
at all. Another advantage is that a personal bias is avoided due to it only being a software
screening it and not a person.
3.Do you see any drawbacks associated with them, and, if so, how might they be
addressed?With the use of technology implemented instead of human interaction in selecting
people for a job, you could run into some drawbacks of using résumé screening tools. One
drawback could be missing a potential candidate because of a keyword not found in the
résumé. Another drawback is that the personal approach to the resumes are missing in
thesystem. Another disadvantage is that some applicants know how to “pepper” their résumés
with the right keywords to get past the system. Although there are drawbacks, they can also
be addressed. If potential candidates could risk not coming up, more keywords and more
detailed information should be put into the software so that the results appear.

1 What impact do you think resume screening tools are having on HR departments I believe that
resume screening tools are having a positive and profound effect on HR departments because
for some companies they usually receive thousands of resumes and without the help of
technology software it would take a lot of money time and resources just to hire people to sift and
screen every single resume one by one These tools make it much easier for the HR department
to hire future employees thru the screening tools available
2 What competitive advantages do you see in using resume screening tools I see many
competitive advantages in using resume screening tools because this helps organizations seek a
larger pool of future employees in the use of advertisement thru newspaper social network
company websites and hiring websites that just deal with the hiring process Now a company is
no longer limited by geographical distance because with the use of technology anyone around
the world that may be interested in a particular job in another state can apply thru the use of the
internet Also automated electronic systems help recruiters find future employees this way

3 Do you see any drawbacks associated with them and if so how might they be addressed Yes I
do see drawbacks associated with the use of resume screening tools This is because if most
resumes are being screened online through computing software it does not always mean that it
will always be accurate Computers are not humans

) What impact do you think resume tools are having on HR departments?

I think the impact resume tools are having in HR departments is be a more streamline and
automated process. This will alleviate having a person or team screen resumes manually, saving both
money and time for the organization.
Having a resume tool in place will allow the organization to make a better decision in selecting a
candidate that meets or exceeds the job qualifications.
2) What competitive advantages do you see in using online screening tools to screen applicants?
Online recruitment is now a standard part of most people's job hunting no matter what level or age.
The advantages of online recruitment are:
Cost effective-Putting a job vacancy on your own company website costs you nothing while putting
one on a job board usually only costs a couple of hundred dollars. When you consider that a
recruitment consultant fee for a candidate could be mean a heavy overhead expense, and that
advertising in a national newspaper can cost thousands, you can immediately see the cost savings
possible with online recruitment.
Online recruitment is easy and fair- posting a job on your own site is simple. Most job sites and
various databases are very user-friendly and you don't need to have an in-depth knowledge of IT to
post a vacancy advertisement. Also, online screening is totally job based and fair to all people with
equal skills. This will help to avoid any EEO accusation or assumptions, thus protecting the company
from violating a candidate EEO rights.
3) Do you see any drawbacks associated with them, and if so, how might they be addressed?
Online recruitment is now a standard part of the recruitment process for many companies and it
helps reach a wider array of candidates. However, employers must be mindful of the downfalls
associated with this trend, which are as follows:…...