Making Today’s Remote Recruitment Choices – A Story of Cars and Candidates
More than you might think.
As the world of work has shifted especially in the wake of remote and hybrid working so too has the way we assess people during the hiring process. Gone are the days when face-to-face interviews were a given. Now, hiring decisions are often made through screens, based on polished CVs, LinkedIn profiles, and carefully staged video calls.
That creates a challenge: how do you really know what you’re getting? In pre-pandemic days, those in-person meetings helped hiring managers get a better sense of the person behind the paperwork. But today, candidates particularly those not currently employed are all too aware of the competition. They’ve become experts in presenting themselves well on camera, enhancing their documents, and creating the right virtual impression. Think curated bookshelf backgrounds, strategic lighting, and well-rehearsed responses.
It’s smart marketing and it works. But it can also mask important truths.
I was chatting recently with a friend who works as a vehicle inspector for a national motoring organisation. He mentioned how often used cars turn up with “hidden histories” things like past accident damage, mileage tampering, or outstanding finance. That’s why history checks are so important. Without them, buyers are flying blind.
And that’s when it hit me: we’re in the same business.
At Big 5 Assessments, our role is to help employers go beyond the surface when hiring. Our psychometric tools provide a kind of “candidate history check” uncovering hidden factors that don’t show up on a CV. We measure things like cognitive ability, personality-job fit, workplace attitudes (such as integrity, reliability, and team orientation), and even remote working suitability.
Our data shows that up to 1 in 3 candidates assessed present hidden factors that may affect their performance or fit for the role. Just like the vehicles in those adverts.
And as more businesses adopt hybrid or remote models, that final point suitability for remote working has become critical. Not everyone is naturally suited to working from home, and not every manager knows how to identify or support those differences. Our assessments help by flagging potential challenges and offering guidance on how to manage and motivate each individual.
So, whether you’re hiring your next software developer or team leader, think of it this way:
If you wouldn’t buy a used car without checking under the bonnet…
Why would you hire someone without checking what’s behind the CV?
About the Author: Nikky Van Bommel
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. 
