Competent employees are probably one of the most important resources of a company. With its intelligent test procedures, KI.TEST therefore wants to ensure that its customers - including organizations in the public sector - choose the right talent during the application process. TIMETOACT supported the service provider with the digitalization of its test procedures as well as the development of an online portal for the management of results and participants. Our experts will continue to be available to KI.TEST as part of a managed service and will further develop the portal.
Interactive online portal identifies suitable employees
- Test procedures from KI.TEST were either not available in digital form or the digital version did not meet the company's growing requirements
- Digitization of the KI.JOBIQ and KI.8 test procedures
- Individual development of the KI.PORTAL for the management of participants and results
- Location-independent answering of test questions by participants
- Automatic evaluation of the results
- Independent processing of the test procedures by KI.TEST employees
- Simple participant management
Wrong decisions when hiring personnel have potentially far-reaching consequences: Whether it's because the new employees don't perform tasks quickly or well enough, don't fit into the respective team, or change companies again after only a short time. On the other hand, colleagues with the right fit can decisively advance their employer. KI.TEST offers companies intelligent test procedures that make it easier for them to identify new talents. In addition, the tests help existing employees to reflect on their own weaknesses and strengths. KI.TEST commissioned TIMETOACT to digitize two tests from its repertoire and to create the possibility to manage participants and test results easily and quickly.
The focus was on the tests:
A detailed test procedure that specifically determines the professional intelligence of employees or applicants. In addition to questions that focus, for example, on linguistic logic and accuracy, analytical competence or mathematical reasoning, the test also includes general knowledge questions about the respective field. The KI.JOBIQ was already available online at the beginning of the project and was to be raised to a higher technical level with TIMETOACT.
The test procedure determines the professional personality of the participants. They work through a broad catalog of questions and are asked to assess themselves in the process. The answers are used to determine eight personality traits, which can vary in intensity. At the start of the project, the KI.8 was only available in paper form and not as a digital application.
The goal was to convert the tests into a digital form - stable and with an appealing design - so that participants could work on them regardless of their location. KI.TEST customers should be able to view and export test results themselves. For both instruments, it was important that KI.TEST employees could work with the digital solution largely independently.
Standard software in combination with in-house development for an optimal result
With the KI.PORTAL, participants and test results can be managed.
A multi-tiered system was required to implement the core requirements. Only in this way could our experts enable KI.TEST to maintain the test procedures itself on the one hand and enable end customers to view the test results on the other.
KI.TEST employees can adapt questions of the KI.JOBIQ themselves.
Our experts implemented an online survey tool for conducting the tests and also developed the online portal KI.PORTAL for additional, special requirements. KI.TEST has extensive possibilities to create projects, to manage and monitor test participants and to view and download test results. The online portal is available to KI.TEST customers in a limited version.
The digitization of the test procedures and the location-independent processing of tests companies gain one thing above all: time. In times of a shortage of skilled workers, potential potential employees tend to drop out if the application the application process takes too long. In view of this, it is hard to imagine to invite applicants to the office, sometimes from from a great distance to answer a thick to answer a thick stack of questions. It is much it is much better for companies to get an early on to get an impression of the key skills and suitable personal strengths of their applicants digitally.Dr. André FindeisenMember of the Executive Board KI.TEST GmbH