A great many security managers will now be reviewing the benefits of on-line screening for present and potential members of staff. As Del Hunter explains, however, there are several variables that must be considered before a final decision is made about a firm's chosen recruitment method.
Given the proliferation of the Internet and associated, computer-based technologies, it's no surprise that such IT wizardry is playing an important role in the recruitment sector.

For the hiring security manager, the benefits of on-line screening of supervisors and officers are plain to see. Immediately, there'll be a reduction in employment (ie hiring) costs. Longer-term, rigorous officer screening will also lead to improved staff retention rates and, hopefully, an increase in the status levels attributed to security tasks.

All well and good, it seems, but there are several vital caveats to be borne in mind when choosing the right tools for the job. First, security managers must fully understand what such tests are designed to measure. Ask yourself a question. Does the selection tool you're using have a proven track record?

How old is the test you're intending to use, and when was it last subject to validation? Some screening tests are actually based upon theories first mooted in the 1800's. While many of their central tenets will still hold true today, others will not. Indeed, many of the test originators have long since been discredited or had their works improved upon.

So-called 'Have-a-go-Heroes' are often derided by the police as foolhardy and irresponsible. Sadly, this is very true when talking about the development of selection tools. Leave it to the professionals. We know of one particular guarding company who developed its own test to measure the intelligence of potential security officers. One question asked was: "What is the opposite of cannon?" Heaven knows what the answer is!

We asked this guarding contractor's personnel manager how many applicants answered this question correctly, and how many gave an alternative answer. Thankfully, his response was meaningless, as this particularly ridiculous test is no longer in use.

Recruitment and the impact analysis
Many of the on-line recruitment tools in use today contrast very different groups of people (those taking the test are compared with those who possess the traits you are seeking as a manager – the closer the score pattern, the nearer the likelihood of a match).

In view of this, it's worth considering whether or not to customise your recruitment tools to ensure a 'legal fit'. This then translates to a stronger match between what you are seeking and what you actually receive. More importantly, it will also help in keeping you away from the court system.

In essence, this customisation is achieved by taking a group of your own staff who display the traits you seek for new officers, and then contrasting their score patterns with those of the applicants.

On-line personnel assessments are the DNA of the selection process. That said, they remain but one element of the evidence chain and may – or may not – contribute towards proving your theories about a given candidate. Ultimately, their credibi

Naturally, you will ensure that your chosen assessments will not discriminate on the grounds of sex, ethnicity, disability or religious denomination. You must also take into account such variables as age, sexual orientation and social background. Assessment tools approved by the British Psychological Society (BPS) should help you here, but they will not protect you against any claims over alleged discrimination.

Understanding the test results
A great many purveyors of on-line assessment tools produce glossy reports that claim to summarise a given person. In my own experience, if you ask two people to describe the same work colleague you will be privy to two completely different descriptions.

Apply this to every word in the notional feedback report supplied by a purveyor of assessment tools. Against these odds, what chances do mathematical computations really stand when thrown in with the vagaries of human nature?

To avoid matters taking a turn for the worse, keep the results from your assessment tools to an absolute minimum. At least in part, this should help when it comes to reducing the potential for mistakes.

Where access is king
According to certain reports, anything up to 70% of us regularly surf the Internet – and are therefore familiar with file permissions errors, incompatible browsers, software conflicts and the host of attendant issues associated with the World Wide Wait! Despite this, system incompatibility remains a major cause of failure. As with any new software you might decide to purchase, it's best to try it out before parting with this slice of your security budget.

One question readily springs to mind here. How might you trial personnel assessment software for use in an unconnected environment (such as a given person's home computer)? The simple answer is that you don't. It follows, then, that on-line systems are a means of increasing the speed of response (ie the results come back instantaneously), but are usually run from your own offices and laptops – or those of a BPS-accredited agent. This is a far cry from a Web surfers' utopia.

Unlike their paper-based counterparts, where on-line assessment tests are concerned you cannot just run along to the nearest photocopier and duplicate the test 'papers' if you should happen to ruin a blank set ten minutes before time's up. Be prepared. Keep hard copies handy at all times.