Understand job fit to secure the best candidates
In some ways, it has never been easier to access a wider group of potential candidates for each role. But with so many to choose from it can be difficult to identify the best fit. An applicant can look good on paper but may be underwhelming when it comes to actually carrying out their responsibilities. It is therefore crucial to find out as much as possible about them before making a recruitment decision. Personality assessments can be used to glean valuable information and identify candidates that fit.
Why is job fit so important?
Finding the right candidate for the role is essential for your business. Hiring the wrong people can affect the productivity of your team if they are unable to carry out tasks effectively. Not only does this mean that you may experience higher staff turnover and have to begin the recruitment process again, but it can cost your business time and money in the intervening period.
How does it work?
Looking past the candidate’s CV to see the full picture and assessing their personality traits will give you a much clearer view as to their likely competencies. Giving the correct answers to interview questions is relatively easy but establishing quantifiable data about how they are likely to behave in certain situations will give a far more accurate idea as to whether they truly are a good fit for a particular role.
There are two main factors which are generally regarded as having an impact on job performance; these are cognitive ability and conscientiousness. Personality questionnaires can be used to determine a candidate’s particular personality traits which may impact on their performance. Tests which measure cognitive ability assess key factors such as how quickly a candidate reacts to change; how effectively they will grasp new ideas; and how they regard new opportunities. Understanding how a candidate is likely to react to these scenarios will help to establish likely performance in-role.
Measurable traits
Personality traits can be measured using the Big Five personality questionnaires, such as those from Big 5 Assessments. These Big Five assessments can identify which traits candidates possess that they share with successful people in a particular job.
The first trait measured is Conscientious vs. Carefree which asses the degree to which a candidate is persistent and motivated. The second is Likeable vs Tough-Minded, which measures agreeableness on a scale from warm to sceptical. Un-Conventional vs. Rules Oriented determines how rule-following or open to new ideas the candidate may be whilst Extroversion vs. Introverted measures the applicant’s emotional energy. Stability vs. Sensitivity is useful for assessing how well they are likely to deal with stress. The tests are carefully validated to prevent candidates simply responding with what they perceive to be the correct answer.
Utilising personality assessments gives a much clearer picture of a candidate’s cognitive ability and is invaluable in determining if they are likely to be a good job fit. Including them as part of the recruitment process can help you to avoid potentially costly CV screening mistakes, thereby saving time and money and focusing instead upon candidates who will perform in-role.
About the Author: nikkyvb
Nikky van Bommel is the Marketing Director for Big 5 Assessments and has worked in the Psychometric Testing industry for over 10 years. Nikky is responsible for all marketing and social media for the organisation.