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A REALITY CHECK

Recruitment challenges for employers.

Recruitment for employers is already a challenging task and can be made worse. A UK study shows that:

of candidates misrepresent themselves in resumes

of candidates tell blatant lies in their resumes

Sources: Business 2 Community

Additionally, a survey in the USA shows that:

32% poorly hired a nice person

36% poorly gauged their ability to learn

28% focused on skills, not attitude

27% were pressured into filling the role

Sources: Career Builders

FINDING THE RIGHT CANDIDATE

Looking for the 'goodness of fit'.

In simple terms, 'goodness of fit' is described as the compatibility of a person’s characteristics to their surrounding environment. Placing a quiet pensive person into a boisterous group makes it challenging for the person to thrive, not impossible but a lot harder. Conversely, placing a person with matching hard skills and required behaviour profile for the role increases the possibility of success.

Identify the required hard and soft skills

Every role has a job description and required technical skills. It also needs soft skills and the job's behavioural profile.

Conduct psychometric assessments

Emotional intelligence, behavioural and cognitive assessments are essential and completed upfront in the initial filtering process. They reveal the true make-up of a person.

The probability of hiring 5-star 'goodness of fit' candidates are greatly increased when these two elements match - the job's behavioural profile and psychometric assessment.

OVERCOMING INTERVIEWS

Understanding a person.

It takes time to know anyone and interviews only scratch the surface. All of us who have been interviewed, or interviewed somebody, knows we only see what the candidate portrays to us.

A candidate is like an iceberg. We only see the surface. We only see the Skills, Knowledge, Experience and Education (hard skills) and some limited measure of observable behaviour, or what is portrayed to us.

Beneath the surface is a larger piece of a person that consists of:

Emotional intelligence

This looks at the person’s emotional capability and competency. It is the ability to read and understand themselves and others. This is how we understand and use our emotions to handle stress, communicate effectively, empathise, overcome challenges and defuse conflict.

Learning potential

Learning potential refers to a person’s ability to pick up information, understand it, make quick analyses and use memory capacity to learn quickly. On a job, it is how quickly they can hit the ground running or how much runway they will need to prepare beforehand.

Values

Values are internalised cognitive structures that guide choices by evoking a sense of basic principles of right and wrong, a sense of priorities, and a willingness to make meaning.

The DISC Profile (behaviour) and TEIQue (emotional intelligence) assessments reveal to us the behaviour profile (even beyond what is portrayed during the interview) and emotional intelligence make-up.

THE KEY ELEMENT

Psychometric assessments are essential pre-requisites for screening and interviews.

HOW WE DO IT

Our Recruitment 2.0 process.

We are trained psychologists. Unlike recruiters that boast of hiring speed and a large candidate database, we approach recruitment to get to know the candidate's inner person.

We are looking for a quality fit, not a quantity fit.

1. Prepare & source

We begin by getting to know you and your organisational culture. Then we discuss the job vacancy plus the required hard and soft skills. Sourcing involves advertising in well-known platforms like LinkedIn, SEEK and INDEED, or filtering through our existing candidate pool or connections.

2. Call & assess

We begin screening with a phone interview, where we get an initial appraisal. If the candidate demonstrates potential, then we have them undergo behaviour and emotional intelligence assessments. We will compare the assessment results against the job profile and soft skill requirements.

3. Initial screening

We will compare the assessment results against soft-skill requirements of the job description. This equips us for the first interview to look out for behavioural characteristics and to ask the right questions.

4. First interview

Successful candidates are then invited to an in-person psychology-led interview with us. We will also provide feedback to the shortlisted and unsuccessful candidates on the assessments and our observations.

5. Second interview

Shortlisted names are presented for 2nd interview with you. We will discuss each candidate's job match analysis candidate and assessment results. We will highlight the right person (not just the nice person) and evaluate their behaviour and EI. You are free to meet the real person.

6. Offer & coach

Your candidate of choice is offered the position and we will assist the team manager with assimilating the new hire. We will coach the new hire for 6 months and provide a 365-day replacement guarantee for the candidate.