Screening 100 applicants? Not a problem for CPM

24 January 2022
Screening a hundred applicants to decide which of them will be offered a permanent or temporary position can be quite the challenge. Yet this is the exact situation many companies are facing today. Fortunately, CPM has them covered. While special attention is required for screenings like these, the foundation of professional testing remains the same.

Preparation: nothing new under the sun

Screening many people simultaneously in a short period of time differs from your standard approach while at the same time being quite similar. Firstly, what does not change is the fact that the tests must be objective and tailored to the applicants in question, e.g., the test must be feasible and suitable for a multicultural target group of temporary workers. Secondly, and evidently, the right qualities must be tested regardless of the vacancy or the size of the group: efficient testing requires good insights into the position the company wants to fill.

Thirdly, it is important to work with tests that have already proven their validity and reliability, preferably in a similar context. Moreover, the test must be carried out in the same controlled and neutral environment for all applicants, such as the company premises or a CPM office. In any case, the test location should not form an additional barrier. And fourthly: even if the test is conducted over a short period of time, offering sufficient test moments is crucial to allow all candidates to participate when it best suits them. CPM really takes the latter fact to heart, as Business Unit Secretary Vanessa Mertens confirms: “If possible, we prefer to let people choose a day and time that fits their schedule, for example by organizing the test online or via their HR department.”

The trajectory should be a reassuring one

Maurice Gorissen, Managing Consultant at CPM, emphasizes the importance of a user-friendly and fair process, in which everyone gets the same opportunities – no matter how large the group of applicants: “The process must provide peace of mind and stability, and not cause unrest or uncertainty. After all, each applicant is considering a next step in their career, so they deserve our attention and respect. Not infrequently, participants will end up work together after the screening as long-term colleagues or in a temporary partnership. The test should not stand in the way of such future collaborations.”

Simulations complete the picture

Conducting a test is one thing; interpreting the results another. How do you decide to offer someone a permanent, a temporary or no position at all? Vanessa Mertens clarifies: “Simulations prove very useful to obtain a complete picture. They show us the effect of lowering or raising the bar for certain criteria. The results of some tests may be decisive (competency tests, for example), while other tests (such as personality tests) can help companies decide on optimal team formation and determine in which team someone would perform at their best.”

Individual feedback for everyone interested

Not only companies, but also applicants themselves must have confidence in the test results. Correct and clear communication is therefore crucial: people must know what to expect, both during the testing and afterwards. Maurice Gorissen explains that individual feedback is what it all comes down to: “We ensure that feedback sessions take place at a time that is convenient for the candidates. In our experience, almost everyone shows a special interest in their own abilities and possibilities. Of course, some people may experience a certain level of disappointment when things don’t turn out as they hoped or expected. But if applicants can trust that a test is objective and fair, they tend to accept their results, along with the fact that someone else is offered the position had their eyes on.”

Gorissen emphasizes that this is vital for future collaborations: “In addition to permanent offers, some applicants receive a temporary offer, or they start working via a temporary employment agency. The challenge is to ensure that everyone, including those who do not get the job, can move forward with their test result. A test is only really successful if all parties – the client, participants and organizer – are satisfied.”

Specific challenges at hand

In summary, screening large groups poses specific challenges to be dealt with in a relatively short time.
  • Lead time: the lead time is best kept short, so as not to cause unnecessary unrest in the workplace.
  • Target group: a large(r) group is usually a diverse one. Often, the test subjects have already worked together or still do. This possibility must be taken into account.
  • Context: larger groups are usually situated in a production environment, sometimes working in shifts. The impact of the test on their work must remain reasonable.
  • Communication should be simple, but accurate.
  • Organization: the test(s) must be accessible in every way.
  • Results must be meaningful and objective.
Are you interested in testing a large and/or diverse group of workers? CPM helps you achieve trustworthy results in a short time and in an accessible fashion. Feel free to contact Maurice Gorissen at


office, recruiting, recruitment, screening, temporary, workers

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