Introduction

Employment testing has a mixed reputation with the general public. This is partly due to the fact that when designing such processes the applicants’ view is very often neglected (Boss, 2005). However, there are opportunities to provide what we call Positive Assessment: In analogy to Seligman’s (2011) PERMA framework from Positive Psychology we claim that assessment can (1) induce positive emotions (P); (2) be engaging (E); (3) establish positive relationships between organisations and candidates (R); (4) be meaningful for organisations and candidates (M); (5) be an accomplishment in that it achieves clear added value for organisations and candidates (A).

Objectives

The objective of the session is to present ideas how selection processes and psychometric instruments can be designed in a way that candidates experience them in a positive and engaging way and provide meaningful outcomes for both candidates and organisations.

Design/Methodology

Study 1 assessed social acceptance (Kersting, 2008) of a test assessing creativity (N = 110). Study 2 assessed to what extent an online test measuring numerical reasoning can evoke a state of flow (N = 41). Study 3 looked at quantitative and qualitative feedback from both accepted and rejected candidates in a selection process.

Results

Study 1: The online creativity test was higher on social acceptance than standard ability tests. This was mainly due to quality of measurement as well as usability and functionality. Study 2: Candidates reported to be in a moderate state of flow, with time pressure having an impact on the experience. Study 3: Candidates, even those who were rejected, perceived the selection process as rather fair and were satisfied with information and communication.

Conclusions

Selection processes and instruments can be designed in line with the idea of Positive Assessment. However, more studies are required on which factors impact candidate experience.