Are You Hiring the Right Person for the Job?
Some Tips, Tools and Answers!
Having the right person in the right job is key to any business’s success.
But how on earth do I know if I’ve made the right choice?
Shall I go with Candidate #1 or #2?
We hear these same questions coming back, over and over again, every time a business has to recruit someone: So, how can anyone be sure about a hiring decision?
A successful hire depends greatly on a recruiter’s ability to fully understand and get a proper read on the candidates, in order to assess whether they can fulfill the role’s demands and meet company expectations. It’s important to understand what motivates a candidate so you can figure out who’ll fit in best – in the sense of getting the job done but also company culture.
A perfect match isn’t about technical skills alone. Deeper behavioral and motivational factors can heavily impact an organization’s long-term operating success, via productivity and staff wellbeing.
In a nutshell, even the best intuition and interview answers alone probably won’t cut it. To minimize the risk of hiring mistakes, it’s best to equip oneself with the right tools and base decisions on reliable data.
Using Psychometric Tools for Candidate Selection
Psychometric tools provide objective information on a person’s overall characteristics, including their personality traits, among others. Having the power to unlock knowledge on an employee’s or candidate’s personality and typical motivational profile is a big win.
Beyond just getting the right person in the right job – which is a good start – psychometric assessments can also serve to enhance team communication, build synergy and mobilize people. Psychometric tools supply crucial information on individual strengths and inclinations that can be used as much during recruiting and onboarding as in ongoing skill .
Having a tool on hand that shows you how to optimally interact with each and every team member can elevate your management skills and significantly contribute to finding added value for the organization by recognizing and leveraging people’s hidden talents.
Picking the Right Psychometric Tool to Align with Your Recruiting Strategy
Are you looking for a psychometric tool to help pick the ideal candidate when recruiting?
Here are some factors to carefully consider:
- You’ll need a psychometric tool that fits within your organization’s budget and serves your business goals. You’ll want to ensure that the expected benefits are worth the cost involved, and to be able to justify its use based on the likelihood of it making real measurable improvements in recruiting and talent management for you.
- Leverage your network and ask around. Check in and see what companies with similar operating styles are using. Their experience and recommendations will help anticipate which tools might prove most effective for your own specific needs.
- Check whether the tool can help to support supervisors. If you can train your supervisors to interpret results and use the tool well, then it can double up to enhance day-to-day managerial skills and workplace wellbeing.
- Ensure there is sufficient support and training available. Proper, ongoing and convenient support can significantly enhance the tool’s effectiveness and quickly resolve any issues encountered. Having comprehensive user guides, clear manuals, training videos and online seminars will boost a tool’s applicability, accessibility and reach.
With all these factors in mind, you’ll have a solid idea and picture of what’s important to you when picking a psychometric tool for your business management and operating needs.
Long Story Short…
When using the right psychometric tool, organizations of all kinds can see significant gains in candidate selection, recruiting and workplace wellbeing, allowing you to focus on sustainable growth.
Find out how psychometric tools can help you get the right people in the right jobs for better talent management. Book a free demo now!