SHLs selection solutions improve recruiting efficiency and effectiveness as well as the candidate experience. By harnessing best practices and world-class assessments presented through a user-friendly interface you can easily identify candidates best suited for the role, company and culture.
Customer Reviews
User in Staffing and Recruiting
Advanced user of SHL RecruitI tested SHL test as a candidate, and compared with other site and practices test. I kind of like the type of exercises.
The user experience for the candidate is very bad. SHL use still a flash technology and did not update in years the interface: as a result, a candidate is required to update a flash plugin, but even so, the font-size is very tiny and does not adjust well on large screen resolutions of 2020. Also, it is not possible to zoom, because it is flash and not html. So the type spent just to read correctly, is precious time lost when doing the exercise, leading to errors. Also, I found exercises in native language (non English) imprecise, and native English, a bit convoluted. I wonder if they are written convoluted on purpose, but they should convey a clear message, with no possibility of interpretations, because the candidate does not have the possibility to ask if the understanding of the sentence is correct or not. Compared with other providers, the experience of the candidate is poor. The same tests could be offered with a neat user interface, to make a user comfortable, and particularly a user interface thought also for people who wear glasses.
administering recruiting tests to evaluate a batch of candidates. However, I read on shl practices website that scientific methodology behind the SHL tests offers moderate significance (although have not found a comments on the SHL site). I wonder how much psychometric is an indicator suited to depict with high statistical significance the skills of a candidate; also, significance of results are even hindered by a poor user interface, making the exercise difficult to read. Overall, I think the test does not reflect well a real working environment. It might work better a longer test structured as tests used to evaluate programming skills - still time matter, however there is a neater distinction between performance and haste. More haste, less speed - the only benefit here is a just a test to filter candidates, it works because it weight results among a batch of candidates, but the quality of test and benefit are debatable as per effectively evaluate the abilities of a candidate.
