Whether you’re looking to new comer people who ‘fit’ your business or people who will operate quickly, our tools can help you identify the right candidates and match them with the right roles.
We’ve all hired a contestant who didn’t live up to possibility. They had the good experience, good references and performed well at interview, but finally failed to deliver. Often, this is scheduled to the candidate not fitting the culture of their business.
Recruitment depends on a clear understanding of what the job demands from someone, what the civilization of the company is and what the line manager of the fresh recruit is looking for as well as ensuring that contestant are dealt with fairly and have as pleasant of an experience as possible. With high-volume recruitment, it may be easier to ensure every candidate passes through exactly the same recruitment process or schedule, however screening or interviewing such a large number of candidates can increase recruitment costs and time.
In 2015, the SRS Group announced that the Top 50 Employers in the UK had reported plans for graduate business levels to reach those that were recorded pre-recession. This tendency in employing degree holders, however, had developed into also requiring specialized work experience (SRS Group, 2015).
While factors like education, skills, experience and presentation or display can all be assessed at interview, other key things such as personality, behavioral preferences and cultural fit can be far more challenging to judge. So what if you combine the regular methods of recruiting with, for example, a psychometrics test? An interview on its own is now often considered to be a poor signal of ultimate success.
How psychometric tests help your recruitment decisions?
Public assessments from Walter can help you to accurately anticipate whether a candidate is a right ‘fit’ for you’re communicating business. Our company site allows you to screen candidates on a field of data to get a full understanding of how they are likely to perform at work. This acts as a useful supplement to standard CV and application data with other factors such as:
- Behavioral preferences
- Soft and hard skills
- Cognitive behavior skills
- What motivation?
- What kind of manager will bring out the best in them?
This can guidance you to have more trust about your recruitment decisions, basing them on role, person, team and cultural fit as well as supplementing induction and on-boarding. We can help you identify the behavioral requirements of the job you are recruiting for and match this with the good candidates. Walter can also measure a person’s capability to learn quickly and hit the ground running, adding greater trust to your recruitment decisions.
The Walter approach has been designed to ensure that candidates who do not meet the educational eligibility standards determined by killer questions, but who are arguably ‘high potential’ for other reasons, do not get overlooked. We understand the importance of not measuring applicant purely on academic qualification. Our path allows you to pick out borderline candidates from the initial shortlist action and assess their cognitive possible, which could be more indicative of their future job performance.
Walter recommends supplementing your recruitment Schedules with psychometric assessments so that you can directly analyze candidates based on their preferences and capability. We can work with you to complete what”valuable” review like in your company so that you can sift candidates based on scores that have been verifiable and are based in evidence. We can help you to analyze the demands of the job and recruit against them, as well as putting an psycho assessment matrix together for roles and levels within your organization so that you can pick the right tests depending on the information you need.
Giving feedback is simple with our candidate report so that you can make sure the enrollment leaves a pleasant impression of the company in the mentality of the candidate and secure you are working to best practices.
When considering whether to include a psychometrics test within a recruitment selection strategy, a common assumption is that it comes with high costs and can be time-consuming, but if designed and used accordingly, these misconceptions are not valid. Using these services save time with the candidate sifting process, and means that only the excellent candidates for the role reach interview. Also, a best recruitment scheme will also help improve employee retention – if the rewarding candidate can not only execute well in the role, but is also a good cultural fit, that employee is less likely to want to change jobs in the near future.For more information visit on srs group