Whether you’re looking to recruit people who ‘fit’ your business or people who will perform quickly, our tools can help you identify the right candidates and match them with the right roles.
We’ve all hired a candidate who didn’t live up to expectations. They had the right experience, good references and performed well at interview, but ultimately failed to deliver. Often, this is due to the candidate not fitting the culture of their role or the business.
Recruitment relies on a clear understanding of what the job demands from someone, what the culture of the company is and what the line manager of the new recruit is looking for as well as ensuring that candidates are dealt with fairly and have as pleasant of an experience as possible. With high-volume recruitment, it may be easier to ensure each candidate passes through exactly the same recruitment process, however screening or interviewing such a large number of candidates can increase recruitment costs and time.
In 2014, the CIPD announced that the Top 100 Employers in the UK had reported plans for graduate recruitment levels to reach those that were recorded pre-recession. This trend in employing degree holders, however, had developed into also requiring specific work experience (CIPD, 2014).
In 2007, 92% of recruiters (CIPD) said psychometric tests were ‘useful’ or ‘very useful’ in determining recruitment decisions. This was due to academic qualifications not being a reliable measure of work behaviour, soft skills, performance or cultural fit.
Whilst factors like education, skills, experience and appearance can all be assessed at interview, other key factors such as personality, behavioural preferences and cultural fit can be far more difficult to judge. So what if you combine the traditional methods of recruiting with, for example, a psychometric test? An interview on its own is now often considered to be a poor indication of ultimate success.
How can psychometric tests aid your recruitment decisions?
People assessments from Thomas can help you to accurately predict whether a candidate is a good ‘fit’ for your business. Our tools allow you to screen candidates on a range of data to get a full understanding of how they are likely to behave at work. This acts as a useful supplement to standard CV and application data with additional factors such as:
- Behavioural preferences
- Soft and hard skills
- Cognitive skills
- What motivates them?
- What kind of manager will bring out the best in them?
This can help you to have more certainty 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 behavioural requirements of the job you are recruiting for and match this with the right candidates. Thomas can also measure a person’s ability to learn quickly and hit the ground running, adding greater certainty to your recruitment decisions.
The Thomas approach has been designed to ensure that candidates who do not meet the educational qualification 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 candidates purely on academic qualification. Our approach allows you to pick out borderline candidates from the initial shortlist process and assess their cognitive potential, which could be more indicative of their future job performance.
Thomas recommends supplementing your recruitment process with psychometric assessments so that you can directly compare candidates based on their preferences and ability. We can work with you to identify what ”good” looks like in your company so that you can sift candidates based on scores that have been verified and are based in evidence. We can help you to explore the demands of the job and recruit against them, as well as putting an assessment matrix together for roles and levels within your organisation so that you can pick the right tests depending on the information you need.
Giving feedback is easy with our candidate report so that you can make sure the recruitment leaves a pleasant impression of the company in the mind of the candidate and ensures you are working to best practices.
When considering whether to include a psychometric test within a recruitment strategy, a common belief is that it comes with high costs or can be time-consuming, but if designed and used appropriately, these misconceptions are not valid. Using these tools saves time with the candidate sifting process, and means that only the best candidates for the role reach interview. Also, a good recruitment strategy will also 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.
"The cost of hiring someone bad is so much greater than missing out on someone good."