Today all recruitment professionals are looking at hiring practices in place to attract future workers. And at a time when baby boomers begin gradually to prepare for retirement and where the word crisis has become chronic in our daily conversations, it is high time to do something! Easy to say? Certainly we are not recruiters and our point of view would surely be different if this were the case ...
But if we were hiring ... hey, yes, indeed ... what we would do for that? Would we do better than another? Would we like? And how?
If we were recruiters at best we would come home ... or more precisely, in you.We would start with questions about the appropriateness of using more means of recruitment such as letters of intent (in some cases even handwritten) or sending resumes. We jumped to the conclusion that these methods are becoming obsolete if they are not combined with other processes and do not allow us to really know you. And we saw that we introduce into your daily life seems a bit misplaced, we found another effective way to reach you: personality tests. And there are plenty of good reasons to use them to recruit.
And if the tests allowed us to establish a shortlist more relevant?
Recruiters are losing more and more time and money in carrying out their duties. Investing in personality tests allow them first to save considerable time in the prioritization criteria applied, the study different applications and the selection of the best profiles.
Usually, the shortlists are based on a quick review of the application and are limited to the study of a CV and a covering letter. There arises the question of the possible margin of error or ignore the best (s) profile (s) and end up facing a biased selection.
But today, new generations raised many questions, all equally legitimate as they are, and tend to keep recruiting the most suitable possible for these candidates and new trends. The new procedures were used to meet this demand by supporting the traditional techniques of precision required. Indeed, personality tests are experiencing a real legitimacy in their effectiveness in checking the validity of a nomination and reducing our margin of error so as to optimize a crucial choice in the recruitment process. Thus, the recruiter is found in possession of a real tool with which to establish the shortlist closest to his expectations, minimizing the usual doubts he may have.
is the crisis!
For once it can used for something, we will not deny it. Financial crisis, perhaps, but recruitment crisis too! The current environment encourages students to ask many questions facing their future recruitment: how to show off? How to stand out? How to arouse the curiosity of the employer?
recruitment methods used by most companies (CV and motivation letter) does not allow the applicant to prove to the employer that his personal qualities make him the ideal person for the job expected. And if the personality tests were the basis of the most effective job interview ? Once shortlisted, and recognized as full-fledged personality, the candidate arrives in maintenance, where the test will confirm all his interest in serving as a basis for exchange and discussion. The questions will be more accurate and comprehensive features set directly after the first stage of analysis and definition of the profile. The recruiter, for example, can anticipate and dig around leadership and acceptance of criticism of the candidate emerged following the test.
us get some justice!
It seems obvious that the quality of a letter depends on the pen of the candidate and thus, inter alia, the education he received. The selection of profiles compared to the letters of motivation can therefore be seen as discriminatory in some cases. In addition, candidates often have the tendency to embellish the truth lie in the methods of recruitment, basically, do not allow the recruiter to truly identify the different personalities and therefore to select the best profiles. Personality tests will therefore help employers make their choice on criteria fair and equitable.
Affinities, community, trade, work team, collaboration ... all remind us that that recruitment is not only synonymous with "technical expertise". So guess how the personality of the booth operator before a possible meeting?
Few methods are reliable, fast and effective. Nevertheless, some methods as a personality test we most often lead to human analysis of the candidate: his fears, reactions, emotions, feelings ... Its reality, its why and how: an immersion in its complexity. Unconsciously, through some questions candidates we deliver sincerity and spontaneity resulting in a synthesis of itself.
Some 2.0 can not hurt!
We have already discussed the assumption that the use of CV and motivation letter would become obsolete. The choice to remove them completely or not the recruitment process is part of another debate, but it is clear that these methods alone are no longer adapted to Generation Y. We are the generation that grew up with a computer in your hands. We are talking about e-commerce, web marketing, blogs, networks virtual. We need efficiency, speed, online. The use of personality tests would be perceived as adding value to the employer and the candidate by allowing both entities to gain considerable time during the recruitment process. Moreover
personality tests are a good investment from the Medium Term: We know that today, a bad recruiting can be very expensive: an employee's poor performance is not suitable for a position, spread of non- jurisdiction without the knowledge of a team and / or customers, exorbitant cost of dismissal ... Finally, why refuse to invest in a test, then an error of recruitment would be far more expensive? Indeed, this investment is minimal with respect to the value added by the right profile for the right job. In sum, it appears naturally in a shared appreciation.
So honestly, if we were recruiters, do we limit ourselves to the simple study of a CV or LM for a better recruiting?
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