Might there be a way to time submissions? I know some tests I have taken for prospective employers are timed. This means candidates e.g. only gets 1 hour both to see the questions asked and to answer them. This might also remove any bias in recruitment as someone with a full-time job and caretaker responsibilities might not have the luxury of spending 6 x the time on an application, while someone in a more privileged position can even spend longer than that.
In the hiring round I mentioned, we did time submissions for the work tests, and at least my impression is we found a way of doing so worked out fairly well. Having a timed component for the initial application is also possible, but might require more of an ‘honour code’ system as setting up a process that allows for verification of the time spent is a pretty a big investment for the first stage of an application.
Yes, there are ways to time submissions, and (from my perspective) they aren’t particularly difficult to find or to use. I suspect that any organization not using them doesn’t have can’t find a timing tool as a reason, and more likely has chose not to devote the resources to improving this process, or hasn’t thought of it or hasn’t bothered with it as a reason.
A second thought I had is also that timed responses might be beneficial for the hiring organization. This could be because of two reasons. First, at work, you do not have 4 hours to polish an email to a potential donor. You have 10 minutes because you have a mountain of other important things to do. As such, having a strictly timed assessment is likely to give a more realistic view of the expected performance on the job. Secondly, timed responses will also make for a more apples-to-apples comparison, where you are more likely to select the best candidates instead of the candidates with the most time and/or the largest network of educated family and friends willing to help out polish responses.
Might there be a way to time submissions? I know some tests I have taken for prospective employers are timed. This means candidates e.g. only gets 1 hour both to see the questions asked and to answer them. This might also remove any bias in recruitment as someone with a full-time job and caretaker responsibilities might not have the luxury of spending 6 x the time on an application, while someone in a more privileged position can even spend longer than that.
In the hiring round I mentioned, we did time submissions for the work tests, and at least my impression is we found a way of doing so worked out fairly well. Having a timed component for the initial application is also possible, but might require more of an ‘honour code’ system as setting up a process that allows for verification of the time spent is a pretty a big investment for the first stage of an application.
Yes, there are ways to time submissions, and (from my perspective) they aren’t particularly difficult to find or to use. I suspect that any organization not using them doesn’t have can’t find a timing tool as a reason, and more likely has chose not to devote the resources to improving this process, or hasn’t thought of it or hasn’t bothered with it as a reason.
A second thought I had is also that timed responses might be beneficial for the hiring organization. This could be because of two reasons. First, at work, you do not have 4 hours to polish an email to a potential donor. You have 10 minutes because you have a mountain of other important things to do. As such, having a strictly timed assessment is likely to give a more realistic view of the expected performance on the job. Secondly, timed responses will also make for a more apples-to-apples comparison, where you are more likely to select the best candidates instead of the candidates with the most time and/or the largest network of educated family and friends willing to help out polish responses.