We firmly believe that a recruitment and selection procedure gains in value the more it fulfils several key-requirements:
  • Recruiting and selection need to form a smoothly integrated process.
  • Recruiting and selection should lead to the offer of a position to the appropriate candidate within a short period of time.
  • Recruiting should be a two-way stream of information: both organization and candidate should receive information about the other's qualities.
  • The recruiting procedure has to be a valuable experience for the candidate: he or she should have questions answered, such as: "how good am I?", "how well do I fit with the people who are already there?"
  • The first phase of selection is the most important, and requires tools with firm predictive validity.
  • The selection procedure should also meet the requirement that it must be an interesting, challenging and life-like experience for the candidate.
  • Candidates must be able to gather information on what will be expected of them during the selection process: There must be a website with information about the tests which will be administered and with the opportunity to practice.
  • Obviously the tools must meet the highest possible standards of data-protection and confidentiality.

T-station took these requirements into consideration in developing these tools.

Advantages of the T-station tools are:
  • State of the art: the newest technological standards have been used in the development of T-station. The tools are modern and have proved their value in scientific research.
  • Easy access: the tools can be used anywhere, at anytime.
  • Predictive quality: the tools are based on the 'state of the art' in personnel psychology.
  • Ready to use: no internal costs for installation and maintenance. The instruments and scoring procedures are on the web server, not on clients' computers.
  • Interesting: candidates accept the tools as relevant and gratifying to complete. The fact that they can practice to prepare themselves for the tests and the speed of the internet applications promote acceptance of the tests.
  • Interactive aspects of E-recruitment: candidates immediately receive feedback on their efforts and on how they fit the organisation.
  • Innovative: for the candidate, the quality of the recruiting and selection procedure is a reflection of the quality of the organisation. With tools made by Psychecommerce, the organisation can show it is current with modern technology.
  • Secure: it is impossible to trace test information to the person it belongs to, except for people who have the right to view this information. It is not possible to change data in the database.
  • Precise: data-recording, time-registration, setting of time limits and scoring can be much more accurate than with conventional test administration.
  • Continuous improvement of the quality of the tools: on the one hand research is made easier by the central collection of data from the tools. On the other hand, the improvements of the tools can be implemented at once thanks to the central location of the test database.
  • Flexible: tests in T-station can consist of various question types. Organizations can add items themselves on a limited scale and administrators can set out tests for candidates in the desired order.