How many times were you unpleasantly surprised by the behaviour and/or performance of a new employee within just a few months after having him hired? We bet that in all those occasions you’ve wished you had a way of accurately predicting if that individual would perform well and fit in the company culture before deciding to hire him. Right?
Unlike a CV or an interview, where the information you receive from the candidate is subjective, the personality assessment tells you how a candidate will in fact perform and behave in the workplace.
But using a personality assessment goes beyond avoiding the risk of poor candidates making it to the final stage of the recruitment process. It also helps you identify exceptional candidates that otherwise would go unnoticed through the traditional screening methods.
We have discussed the importance of personality in job performance prediction and we have highlighted the main advantages of using personality assessment in recruitment before.
In today’s article we’ll talk about how skeeled’s personality assessment can help you find and hire the right people.
Using Deep Insights and Reliable Data to Support Your Decisions
Given that a candidate's CV is not the most reliable source of information, to keep making hiring decisions based only on a piece of paper can cost your company a lot in the long run.
However, assessing personality is a reliable method of predicting future job performance. The predictive analysis of the personality assessment provides an overview of a candidate’s behavioural tendencies and that allows recruiters to really understand if a candidate will, in fact, be a top performer and if he will fit the culture of the company. Having this kind of insights before making the hiring decision is crucial to decide better.
In fact, combining the personality assessment results with other elements like the CV and interviews significantly improves the quality of the candidate selection. And skeeled’s personality assessment provides you with deep insights and reliable data to support your decisions, so that you can choose the right candidates to move forward in the recruitment process.
Seeing the Real Person Behind the CV
The skeeled personality assessment is provided by Wonderlic and it’s called the Personal Characteristics Inventory (PCI). This assessment is based on a worldwide known personality model, the Big Five Model, designed and vetted by industry leading I/O psychologists, which categorises personality into five broad dimensions and it measures workplace personality traits and occupational scores that are predictive of job performance.
Will the candidate experience extreme stress when facing an adverse situation or keep his head up and overcome it with ease? Will the candidate do the job in a more conscientious manner or in a more careless way? CV can tell us what kind of tasks or responsibilities a candidate can perform on the job, but the personality assessment can portrait the way a person will do it.
In a work setting, personality is determinant in the way individuals interact with one another and that affects the daily outcome of any organisation. That’s why having the possibility to assess all candidates in a most objective way to predict job performance and company fit is an added value for your recruitment process. It ultimately allows you to determine if the candidate is suitable for a job position or not, based on his personality in a work behavioural context, regardless of your (biased) intuition.
Leveraging an Integrated Personality Assessment
Even better than using a personality assessment in your recruitment, is being able to provide this assessment as a seamlessly integrated step of your recruitment cycle.
For the candidate, it will feel much more organic to do the assessment on the same platform where he previously submitted his application and CV, rather than receiving a link for an external assessment provider. This may deter him from doing the assessment for fearing that his data may not be protected or simply for feeling that it isn't a whole process.
Also, for you it’s much better to have all the information on the candidate centralised and organised in one single system, with a complete candidate profile, instead of having to collect and compile information manually from multiple sources.
Improving Candidate Selection at the Beginning of the Recruitment Process
It’s never too much to remind you that our personality assessment is integrated in an artificial intelligence-based recruitment software, that offers you great benefits: integrated analysis and ranking of your candidates, which can improve candidate selection right from the start of the recruitment process The skeeled solution ranks candidates based on the matching of their CVs, personality and video interview with each job’s requirements. We offer an AI-based analysis, performed by a bias-free screening machine that doesn’t take time off and works 24/7 to allow recruiters to focus only on candidates that match the profile they are looking for and to have more time to engage with top talent throughout the selection process.
Using a personality assessment tool to screen candidates early on significantly improves your selection process. Although the personality assessment mustn’t be the only evaluation element of the recruitment process, it is an important one that should be combined with CV analysis and, later on, with the in-person interview. However, by applying it at the beginning of the process, and not at the end, it helps to screen out candidates that are not a good fit at all. This makes it easier for recruiters to focus only on the most promising profiles throughout the selection process and to identify and hire the best talent at the end.
Thanks for reading and see you next time!
Your team here at skeeled