Many organizations have paid greatly for hiring employees who do not have the same set of values, motivations, and priorities as the organization.
Even though skills and education can be a paramount issue for most companies when searching for recruits, a culture misfit might make integration with the company’s way of life most challenging.
How do you ensure that there are minimized risks of terminations after hiring the seemingly right fit for the role
As professional recruiters, we have seen the need to add the psychometric testing process when searching for the right candidates. With this process, we can align not only the employee’s skills and educational profile to the role, but personality fit as well.
An example may be many managers who are hired without a measure of their leadership abilities which is a necessary personality trait and are blamed when delegation becomes a challenge with their teams.
Many HR professionals would argue this as a training issue, however, this may be challenging when the company doesn’t have the training time for funding.
How do psychometric testing and effective recruitment decisions?
- Psychometric testing helps to swiftly identify a smaller pool of suitable applicants who have the potential to perform well in the later stages of the interview process.
- Psychometric testing is used to measure how people differ in their motivation, values, priorities, and opinions with regard to different tasks and situations and company lifestyles or culture.
- The tests are helpful at analyzing the more ‘hidden’ traits of an individual. Formal education and past experience will not always provide a clear, up-to-date assessment of these personal skills.
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