FAQ

Our organization has its own competence language. Can this language be used in your system?

Yes, that is possible. HRorganizer.com contains a collection of competences to which the processes and instruments are linked. The terms in this dictionary are used to imitate the own competence language. You'll then see your 'own' competence language.

Does the system contain standard, general job descriptions?

No. General job descriptions rarely cover the correct overtones. Each organization can easily enter or have entered the own description or put together completely new descriptions.

Is it necessary to install something at our company to be able to use the system?

No, that is not necessary. HRorganizer.com is a 100% web based service. Wherever you have the Internet running, you can use the whole system.

Does your test module make the test psychologist superfluous?

The putting together of an online test program for a specific job or question takes place automatically. Moreover the translation of the test and questionnaire scores to scores on competence profiles has been automated. Top experts from the Netherlands and Germany have contributed to this part of the system.

What is your experience with capacities' tests in an uncontrolled environment?

Statistical data show that on average people score lower at home. The chance that people are interrupted at home or do not take the test sufficiently serious, thus appears greater than that people cheat.
Moreover, the test systematic allows you to retake a test without detrimental effects and without extra costs. It is thus plausible that you allow a candidate to retake one or more tests in a controlled environment. Moreover, if candidates are correctly informed that they are retested in a controlled environment, this will also keep candidates from cheating and thus works preventively. It is very important to emphasize that candidates have to make sure that they are not interrupted during the taking of their tests and that they select a moment when they are sufficiently rested so that they can perform as well as possible.

Does your system also measure if employees are progressing in their development?

Yes. Thereto we have a 360 degree methodology that compares the results from a first measurement (the so called index measurement) with a later measurement and reports the differences.