Aptech Assessment & Testing Solutions
  Case studies


Job role-based assessment design

The customer
A large IT organization in the area of e-governance which was planning to recruit over 100 professionals in different domains. The organization assessed candidates on their domain knowledge before interviewing them.
The need
The recruitment exercise involved quite a few job roles & the organization was looking for someone to provide a complete solution, right from handling the applications after the release of the advertisement to short-listing candidates for the final interview.
Aptech Assessment Approach

For Aptech Assessment & Testing Solutions, the first activity was to analyze the competencies involved against each job role. Through a minute analysis, Aptech identified the areas of assessment required for each competency. For example, for the post of Project Manager to be deployed in an e-governance project, Aptech Assessment & Testing Solutions recommended an assessment giving 33% weightage to aptitude & 67% to domain knowledge. Whereas aptitude included abilities like numerical, analytical, logical & language; domain knowledge was a mix of database-related topics as well as business analysis & managerial skills. There was an additional assessment on leadership skills since the candidates were also required to lead a team. The outcome of this assessment was also considered as a parameter when interviewing short-listed candidates.

On finalizing the assessment, Aptech Assessment & Testing Solutions administered the tests through proctored mode in Aptech Test Centres across major locations. There was a pre-decided window for assessment implementation - which means candidates had the flexibility of booking their slots as per their convenience within a given period of time.

This helped increase the number of responses since working professionals could book slots of their choice on any day of the week, instead of taking the exam in the old one-day one-slot format.

On completion of assessment, the customer was given a detailed score for each candidate, with section-wise breakups & suggested cut-offs based on the short-listing objective. This made the whole process much easier for the customer, leaving the organization free to concentrate on the final interviews & recruitments.

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