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Whilst factors such as education, skills and experience can all be assessed at interview, other key aspects can be far more difficult to judge. To ensure that you’re getting a well-rounded view of candidates, you can use our assessments to screen them on a range of data, which removes bias from the recruitment process.
Identifying the behavioural and emotional preferences of candidates provides an objective baseline to help the interviewers understand them, and our Personal Profile Analysis (PPA) and Trait Emotional Intelligence Questionnaire (TEIQue) can provide you with this information.
The PPA enables you to gain a deeper understanding of how someone behaves, how they like to communicate, their strengths and limitations and their motivators. The TEIQue is designed to tell you how well your people understand and manage their emotions, how well they interpret and deal with the emotions of others and how they use this knowledge to manage relationships.
Our General Intelligence Assessment (GIA) measures a person’s ability to learn quickly and hit the ground running, adding greater certainty to your recruitment decisions.
Giving feedback is easy with our candidate reports, which are straightforward to understand and quick to use. So, even unsuccessful candidates leave the recruitment process with a positive impression of the business.
Using these tools saves time with the candidate sifting process and means that only the best candidates for the role reach the interview stage. Also, a good recruitment strategy will help improve employee retention – if the successful candidate can not only perform 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.
With the increased understanding that Thomas assessments provide, you can implement an effective recruitment process that will save you time and money.