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Do Longer Employee Assessments Lead to Lower Candidate Engagement? [Video]

January 19, 2017



We're publishing our first ever vlog on the blog today! In this vlog, Director of Research and Development, Dr. Ted Kinney, and Research Consultant, Dr. Alli Besl, take a look at the relationship between employee assessment length and applicant reactions. The question they answer is: Do longer assessments lead to lower candidate engagement?



Dr. Kinney: Clients often ask us what the impact on test length is to applicant reactions. Specifically, clients are concerned that if they use an assessment that is longer than about 20 minutes, candidates are going to react negatively to that experience. To understand whether or not that’s true, we decided to do some research to find out what the relationship is between applicant reactions and test length.

Dr. Besl: Right so if you take a look at the chart over here, we examined a number of our assessments, ranging from 15 minutes all the way to an hour and a half, and we looked at the average reactions of applicants who are taking those assessments and actually you can see that people who are taking the 30- and 45-minute assessment rated it more positively than the 15-minute assessment.

Dr. Kinney: Probably because they have more opportunity to perform and show who they are. As you get to an hour or an hour and a half, applicant reactions do tend to go down, but it’s important to realize, particularly if you’re building an unproctored internet testing model, that if your assessment is 30 minutes or 45 minutes, you’re not incurring any cost for that increased measurement and you’re also not reducing candidate engagement in any way.

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Ted Kinney, Ph.D. Ted Kinney, Ph.D. is the VP of Research and Development for PSI. An Industrial/Organizational psychologist, Dr. Kinney leads a team of selection experts and developers in the creation and on-going research into the most efficient and effective selection methodologies and tools. He is a trusted advisor to many international companies across all industries. He has particular expertise in behavioral interviewing, turnover reduction, effective selection strategy, and executive assessment.