Various factors play a role in that ultimate testing experience. Think of ease of use, security and reliability. Ease of use applies to the exam candidate, but also to the testing organisation.

The test should be as pleasant as possible for the candidate. It is beneficial for the organisation if the entire process, from development to analysis, runs as smoothly as possible. However, it is not only the ease and speed with which you can develop a test that are important; control over the quality of the tests is also of great importance.

In addition, safety and reliability play an important role. Not only during the purchase, but also consider the combating exam fraud, but also the reliability of the system itself. For example, it is very important that all data is stored securely.

Why is the ultimate testing experience so important?

Testing often brings with it a sense of ‘necessary evil’. For many candidates, preparing for a test and passing it with good results feels like an obligation. However, the challenge is to make candidates see it as an opportunity to show what they are capable of.

In view of the rapid changes in the labour market, testing is very interesting. People no longer work for the same employer for forty years. Test results provide a new employer with insight into the competencies of (new) employees and can also serve as evidence for external company certifications.

Many organisations also feel a sense of obligation when it comes to testing. If your organisation decides to test, there is more to it than just putting together a one-off test. You must offer employees the opportunity to brush up on their knowledge, a test location find and provide up-to-date test questions that are relevant to the subject matter. The trick is to remove the (negative) feeling of obligation from all parties involved and emphasise the advantages, making testing fun.

Making tests fun sounds like a challenge, but it is achievable. Always keep the purpose of the test in mind. This largely determines what the test will look like, what kind of questions you will use, etc. Are you testing to maintain certification, or do you want to see if your employees' knowledge is up to date? Or is the HR department using the test to gain insight into who is eligible for training or a course?

“For knowledge tests, multiple choice or closed questions Very suitable. A good example in the retail sector is testing employees' knowledge of the latest product information, given that the product range changes regularly.

At the same time, it may also be important for a retailer to test social skills more thoroughly. How do employees respond to a difficult customer in the shop? To test things like behaviour, you can use an open question or a video assignment, for example.

When choosing the type of test, it is very important to consider the ease of use Keep an eye on the candidate. It is encouraging when candidates can choose where and when they take the test. At their workplace, or simply at home in the evenings. This reduces stress considerably. Intuitive software allows candidates to focus entirely on the content and prevents them from being distracted by ambiguities in the testing system. Participants can also manage their own settings, such as font size and background colour. In terms of content, a test must of course also perfectly match the subject matter and the candidate's work.

For an assessment organisation, on the other hand, ease of use is much more about being able to design tests easily. Other advantages include reliable monitoring and efficient methods for marking. Good, clear reporting and analysis options are also important. In addition, everyone involved in the test, such as teachers, markers and freelancers, must be able to use the system easily.

Go for the ultimate touch experience

As an employer, you want to know how your employees are developing. Assessment provides insight into this development. But assessment offers much more than just insight. Be inspired and discover the importance of the ultimate assessment experience.   

Return on Investment (ROI) of training

More than 3 billion euros is spent annually on training for employees [SEO, 2018]. This often involves training courses for groups of employees. This can be rather haphazard. It is efficient in terms of organisation, but it also includes people who do not actually need the training.

By gaining a better understanding of who has which training needs, you can use your training budget much more effectively. This saves employees time and, importantly, costs the employer money. By testing, your company has more control over the development of your employees.

Testing is a great way to demonstrate the ROI of education and training. Don't immediately think of extensive exams; you can also use it quickly and briefly if you just want to check how things are going. This also allows you to use your training budget more efficiently, which is especially beneficial for R&D and HR departments. in the business world This is interesting. They would do better to demonstrate where additional knowledge and training are needed.