Article | February 21, 2020
With the increased demand for executive talent globally, psychometric assessments have never been more important to a successful search. We have identified five reasons, you may think of more!
1. Getting it Wrong is Really Expensive
Executive salaries are on the rise. There is no doubt that companies are prepared to spend more to attract top executive talent. We frequently see searchable salary ranges or even advertisements that suggest that marketed remuneration can be well above market. It’s expensive enough to hire the wrong salesperson and that can take six months to discover, but it can take much longer to identify non-performance in a C-Suite executive. Psychometric assessments that support a competency-based interviewing process, confirm or challenge interview findings and used effectively reduce the risk of making the wrong hire.
2. Poor Leadership can Damage the Business
Many people believe that psychometric assessments might just confirm a set of soft competencies or identify a personality profile. World-class psychometric assessments allow for complex exploration of leadership styles, team roles, and even entrepreneurial aptitude. If you think you want a leader, assess for leadership capabilities and understand the balance of leadership styles to make sure it fits with your organisation’s path.
3. Comparisons are Worthwhile
The world assessments is full of imposters. The Institute of Psychometric Coaching correctly asserts that “Psychometric tests are a standard and scientific method used to measure”. The word scientific implies measureability. True psychometric assessments are developed, tested and improved until they meet a standard deviation. Only these type of assessments provide statistical validity and tell us where an executive search candidate sits in comparison with a norm group of peers. Go to Here to read more on this. Something like 80% of the Fortune 500 use MBTI, yet the MBTI test is based on “zero scientific foundation”. Check the statistical validity of the assessments you use in executive search.
4. The Most intelligent person is not Necessarily the Best Candidate
Cognitive power, is without doubt a measure of potential. However, how this translates into attributes such as problem-solving, influencing skills, adaptability and resilience and even the delivery of results is not so easy to interpret during interview. Psychometric assessments can often tell us how an executive has used her or his intellect to develop broader attributes that we associate with effective managers and leaders.
5. We are all a Little Gullible
Anyone attending an interview, is trying to sell what is most important to them - themselves. We can all remember CEOs dealing with environmental disasters that their company was responsible for dressed like dandies, TV personalities being appointed to C-Suite positions in media companies, sports personalities being given business leadership roles and even major retailers just being conned, all with negative results. It’s almost certain that the decision to make these placements was influenced by anything other than objectivity. Psychometric assessments won’t lie to you, won’t try to con you - they don’t care about the person taking the assessment.
So, as you engage in your executive search projects during 2020, make sure that in addition to great consultants, you use proven scientific assessments to help you work out if you are getting the right person. After all, is a little known fact that “reference fraud” has its highest incidence among senior and executive management candidates. Do whatever you need to do to reduce the risk of expensive mistakes.
Article | February 21, 2020
International Women’s Day (IWD), which falls on the 8th March, celebrates women in every aspect of their lives, from the schoolyard to the boardroom, and encourages everyone worldwide to recognise the powerful impact women have on communities and businesses. This year’s theme for IWD, #EachforEqual, also highlights the importance of gender equality in the workplace and why having more women in decision-making roles is a real business issue.
Article | February 21, 2020
Recruiters have the best vantage point to an organization’s talent pool. From identifying requirements to sourcing candidates, there is a lot that you as a recruiter have on your plate. With so many responsibilities and evolving workplace scenarios, recruitment challenges have drastically increased. The workplace ecosystem is becoming complex every day as the world learns to work amid a raging pandemic. As people work and live in isolation, recruitment processes need to keep up with the need to maintain high levels of accountability and productivity.
The Pandemic and a New Hiring Landscape
In the light of the pandemic, organizations went from providing a uniform working environment at the office to navigating the intricacies of employees working from home. At home, employees work in an environment that is as unique as every individual. Covid-19 and its aftermath have driven employers to find new ways to counter the added complexity of the recruitment problems. For example, how were you identifying, sourcing, and retaining talent before the pandemic? And now, how do you do it remotely? This has emerged as one of the many unforeseen complexities in 2020.
The Most Common Recruitment Challenges Today
Here are the most common recruitment challenges faced by recruiters today and how to best tackle them.
Reaching the right set of job seekers
Finding the right talent has always been one of the most significant problems on recruiters' radar everywhere. However, identifying the ins and outs of a job position is only half the battle won. How do you reach the right talent pool and engage them in a meaningful way to ensure they successfully fulfill the requirements? Passive candidates, unmotivated job descriptions, using the wrong mediums, and even reaching the wrong candidates create a hurdle and waste resources when hiring.
Expediting the hiring process
It is no secret that a quick and smooth hiring process saves money while vacant positions cost organizations daily. To make this as optimum as possible on your end, refer to the top 10 screening mistakes by recruiters to avoid delays. The position and the industry you are hiring for may add to the long and grueling recruiting process. Sometimes hiring teams have a difference of opinions leading to candidates becoming unavailable or getting hired elsewhere.
Ensuring a smooth interview experience
According to a study by the IBM Smarter Workforce Institute, about 80% of job applicants who do not receive an offer are likely to reapply if the hiring organization left a positive impression on them. The opposite means losing out on potential candidates that refuse to accept an offer. Providing candidates a smooth interview experience can influence talent pools exponentially. Recognizing bumps and challenges in the recruitment process faced by applicants and refining it will require you to take a deep look within and encourage applicants to provide feedback.
Outdoing other employers and recruiters
Hiring can be as competitive as getting hired. With the many challenges you face and the struggle to not only hire but retain good candidates, you can rest assured your competitors face a similar set of problems. Good candidates with the right skill sets and experience can be far and few in between. They are also likely to be considering several offers from a range of employers. Therefore, you will need to fine-tune your process and optimize your recruitment strategy to stand out from your competitors.
Effective Ways to Tackle Recruiting Challenges
Challenges with the recruitment process don’t have to stop you from transforming the way you hire. A holistic approach to your whole process, from identifying skill gaps in the organization to overhauling the benefits package to quality training, can immensely influence your bottom line and position you as a coveted employer.
Thoughtful job requirement and profiling
Engaging job descriptions can attract well-matched candidates in one go instead of getting thousands of generic applications. It starts with identifying the gaps, speaking to different teams and stakeholders about what is needed, and drafting a well-thought list of job requirements. This way you can draft a job description that is precise, accurate, and that communicates to the candidates that are a perfect match.
Multichannel recruitment strategy
Quantity does not mean quality, but sometimes it can be the gateway to finding certified and qualified candidates. Crafting a multichannel recruitment strategy can help you target qualified candidates. First, enable a streamlined process by drafting a detailed and thoughtful job description that addresses significant aspects of the job profile. Then, to reach your target talent, adopt multichannel outreach that covers all the major platforms and job-seeking avenues that your particular candidates frequent. Other efficient talent sourcing strategies include automating the process and building a talent network.
Dedicated career section and branding
You already have a customer brand, and now it is time to focus on building an employer brand that effectively does the job of attracting a vast pool of candidates. The first step to this is dedicating a section of your website to careers in your organization. Then, prominently display your work culture, it’s values and mission. Showcasing the day-to-day of what it’s like to work in your organization will help potential employees visualize being a part of the team. This will also help create a powerful employer brand that thrives on collaboration.
Short yet engaging candidate surveys
According to the same study conducted by the IBM Smarter Workforce, 62% of candidates satisfied with the interview experience are likely to recommend the organization to their peers. Furthermore, about 38% are more likely to accept the offer. This makes it clear that candidate experience has a significant impact on hiring. The key to improving it is encouraging candidates to provide feedback with short and specific surveys. In addition, you will want to be receptive to finding not-so-favorable insights and valuable recruitment data and metrics that could give you an edge while hiring.
Shaping a Holistic Hiring Approach
The hiring process can be long and grueling. Still, with the right approach and awareness of the challenges recruiters face on-ground, you can transform how you attract and retain quality talent. The pandemic has created new challenges as well as hidden opportunities. Empower your organization with a recruitment marketing solution to make the most of these opportunities and enable a goal-oriented hiring approach from the start to the end.
Frequently Asked Questions
How do you successfully hire candidates who are the right fit?
Craft a precise job description and select your advertising channels carefully. In addition, you may want to study the job hunting behaviors of your target talent and emulate the journey by meeting them where they are most active.
How do you enable a collaborative recruitment process?
Recruitment involves extensive teamwork. Where there are teams, there are bound to be communication gaps. Integrated technology can help you bring the different teams and stakeholders of the hiring process together.
What are the best technologies to ensure smooth and hassle-free hiring?
A recruitment software, combined with a CRM, application tracking systems, and streamlined communication platform, can help you eliminate bottlenecks and make the process fast and seamless.
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"text": "Craft a precise job description and select your advertising channels carefully. In addition, you may want to study the job hunting behaviors of your target talent and emulate the journey by meeting them where they are most active."
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"text": "Recruitment involves extensive teamwork. Where there are teams, there are bound to be communication gaps. Integrated technology can help you bring the different teams and stakeholders of the hiring process together."
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"text": "A recruitment software, combined with a CRM, application tracking systems, and streamlined communication platform, can help you eliminate bottlenecks and make the process fast and seamless."
Article | February 21, 2020
Did you know that the people already employed at your workplace can prove to be the best instrument to streamline your hiring needs? No marketing effort can be as successful as a happy employee bearing the flag for your company. Through them, you can reach the best talent available in the market which you possibly couldn’t even reach if not for your employees. A great workplace is the first step to ensuring employee advocacy. But you can take further measures as well to ensure that your employees have the right tools to help the company’s recruitment efforts.