"The use of the DAT™ NEXT GENERATION Cognitive Abilities Tests allows us to evaluate a candidate's learning potential in more depth than looking at work experience."
Marie Sirot, Thomas Saillo & Audrey Hollain,
Human Resources Managers,
Caisse Régionale d'Assurance Maladie d'Ile-de France (French Healtcare Insurance Fund).
As Human Resources Manager at the Caisse Régionale d'Assurance Maladie d'Ile de France (CRAMIF), Marie Sirot, Thomas Saillo and Audrey Hollain are in charge of HR development and are involved in several projects: supporting operational staff and Directors in HR as well as employees in their professional projects. They also ensure the recruitment of all employees within their department. In the specific context of the recruitment of a Case Manager, they and all HR Development Officers use an intellectual aptitude test to assess the candidates' learning and thinking potential and testify to its use.
Looking for diverse profiles to cover all CRAMIF's professions
The Caisse Régionale d'Assurance Maladie d'Ile de France (CRAMIF) is a healthcare public administration belonging to the Assurance Maladie network. It services insured individuals, companies, health professionals, associations in the medico-social sector. On the one hand, the association pays benefits (disability pensions, early retirement allowance for asbestos workers, benefits for suppliers of major equipment). On the other hand, it acts in the field of health and social care and autonomy. Its social service accompanies and supports vulnerable populations. Its medical center in Stalingrad-Paris offers specialized consultations.Its School of Social Work trains and develops social workers. Its Escavie centre provides information and advice on disability.
Finally, the CRAMIF manages occupational risks. It contributes to the prevention and recognition of occupational accidents and diseases and participates in the process of reparation for them. It calculates and notifies companies of their contribution rates.
The diversity of our professions requires us to recruit differ rent types of profiles. We recruit both highly specialised candidates in our fields of intervention but also people with no particular qualifications, whom we train in our professions and our Health Insurance legislation.
Be able to identify the learning potential of future case managers
To work as a Case Manager, no particular diploma is required. However, this position requires candidates to have the necessary potential to understand legislation that is sometimes very technical. The training for the job of Case Manager is quite heavy and requires a learning capacity that is sometimes difficult to detect during a simple motivational interview with candidates.
We used Pearson TalentLens to provide an intellectual aptitude test to help us assess the learning potential of Case Manager candidates.
The use of the DAT™ Next Generation
We use three DAT™ Next Generation tests (Differential Aptitude Tests):
- Abstract reasoning which assesses the ability to reason and work on abstract topics and concepts, as well as the ability to solve unfamiliar problems
- Verbal analogies that assess the ability to understand and analyze verbal data, speech, and instructions in detail.
- Numerical sequences that assess the ability to understand and analyze numerical data in detail.
These tests allow us to ensure that candidates have the ability to learn and think. Tests are administered at the beginning of the recruitment process to help us screen candidates before the interview stage.
All HR Development Officers who administer the tests have been trained in their use. This training is essential to fully understand the mechanics of each test, to provide explanation of candidates as to why they will take the test and then to report on the results obtained.
Optimised recruitment
Thanks to these tests, we can improve our recruitment based on intellectual potential and open up our selection pool to broader profiles, by valuing potential over similar work experience. Without the use of these tests, we would probably miss out on certain profiles!
By reducing the number of interviews, we save precious time for our managers.