How They Can Support the Recruitment Process

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Companies and their recruiters are facing three big questions in today’s job market:

1. Are you getting the right kinds of candidates when you are faced with skill shortages and many competitors? You attract and you engage them, right?

2. Do you want your candidates to be impressed by your brand even if you don’t offer them a job? Their experience of your assessment is cool and fair, isn’t it?

3. Your assessment results predict how well new employees perform and argentina phone number list contribute to your organisation? After 30 minutes of online assessment you have evidence about how well they will fit into the job!

Immersive assessment techniques answer all of these questions in the positive, now let us explain why…

Assessment techniques vary widely in what they are assumed to measure – personality and cognitive ability tests for example are aimed at measuring core personality traits and intellectual strengths. The rationale of the use of these measures of the ‘building blocks’ needed for job roles is that such assessments will better predict future potential, competency or capability.

Psychometric measures of personality and cognitive ability, when deployed correctly, do certainly provide stable indicators of future potential – but at a general performance level.

The content used in these measures of potential is necessarily generic, and the predictions they provide are correspondingly general. As such, they work best in classifying large groups of people, and less well when comparing individuals on specifics.

The knock on effect:

For recruiters: Sifting through applications and administering generic assessments in search for the right candidate can be time consuming with a loss in productivity.

For candidates: Being dismissed from talent pools with little/no engagement and a bad overall experience can result in lack of confidence in the organisation and potentially damage the employer brand.