innoflow makes it possible to present interactive and job-specific scenarios for candidates to answer anytime, anywhere. Applicants are given the opportunity to truly showcase their skills and abilities when they have to choose the one right answer, prioritize a series of answer options or activities, or choose between multiple right answers. All in less time than it takes to update a CV and write a qualified cover letter.
You can use MCTs for various purposes:
Use it as an initial screening tool
Use it as a supplement to the interview
Use it for internal training and development
Candidates are presented with realistic job-related scenarios in text, images, audio and/or video. Innoflow Multiple Choice test can be used for both blue and white collar, across different levels of complexity. It is possible to uncover both hard skills, such as coding and math skills, as well as soft skills, such as situational judgment and the ability to think critically and communicate with others.
How does it work?
1. Setup
An innoflow case expert develops unique scenarios for you based on the tasks and challenges of the job and the expectations of the employee. We recommend that this is based on an interview, conducted by the case expert, with one or more of your current employees who you define as top performers. Once the scenarios are approved, we send a unique link, either to a sign up page where applicants can read more about the position and click apply, or directly to the test (if applicants are already registered in an ATS).
2. Process
The link to either the sign up page or the test directly can be easily distributed through job adverts, your own channels, QR codes or an ATS. If there are minimum requirements in the role, these can easily be added to the applicant sign up flow. The test can be easily accessed on any device and is expected to take 10-30 minutes to complete, depending on the complexity of the job. Low complexity jobs are expected to take around 10 minutes and high complexity jobs around 30 minutes. The test is taken anonymously to create better results by avoiding conscious and unconscious bias.
3. Decision
Applicants are automatically ranked based on their overall score. Selection can be done manually or by simply setting a minimum score, having the software do the work. In all cases, all applicants automatically receive the right feedback. A report is generated for each of the selected candidates, which is automatically exported to a destination you have defined (e.g. an ATS). The report is a great relatable tool for the hiring manager, creating the basis for more meaningful and structured interviews.
What do you get out of it?
There are many advantages of using innoflow as a screening tool.
Here are some of them:
Attract more candidates
It is easy and insightful for candidates to apply for a job using innoflow and it has proven to widen the pool of candidates. Once the test is completed, candidates can easily share the link with friends, creating network effects.
Reduce employee turnover
Research shows that cases are one of the best indicators when it comes to predicting future job performance. It is a matter of not only assuring that the candidate has the right competencies, but also that motivation is in place.
Save significant time
By setting a minimum score and taking advantage of automated selection, you can save significant time compared to manual CV screening. You can even choose to continuously build your talent pipeline by leaving the Multiple Choice test open all year round, not communicating the deadline and start time.
Reduce costs and time-to-fill
Provide a realistic job preview and timely respectful feedback, while creating a more inclusive and fair process. Turn candidates into brand ambassadors, driving waves of candidates towards your hiring efforts.
Drive employee lifetime value with innoflow!
Stand out from competitors, ensure an ongoing talent pipeline, and effectively assess candidates.
I was used to CV and cover letter to try to understand the candidate, but what really matters is if they can do the job and what kind of personality they have, and that is not something you can read from a CV or cover letter.
Heidi Wassini
Global Talent Acquisition & Employer Branding Manager, Vivino
