Discovering the Best Talents for You

July 10, 2020
0 comments
Donny Raw
Posted in Featured
0

How to recruit the right candidate? In talent sourcing the Human resources managers are now using new, innovative recruiting techniques to attract candidates and find the gem. To make a good recruitment, it is to make sure to choose the good profile, but also to favor a durable insertion of the new recruit in the company.

This article looks at the recruitment processes from more old school management and gives you innovative recruitment methods.

Associated with new recruitment tools, recruitment firms and HR managers recruit talents by valuing innovation and teamwork.

Classical tests and methods

Let us recall the tests commonly used in job interviews. Some recruitment consultants are used to using them, regardless of the position to be filled. Will you recognize yourself in this trend?

The aptitude test

An aptitude test is a structured recruitment method. Its objective is to assess the candidate’s ability to perform specific tasks requiring mastery of certain skills and qualifications.

Examples of tests:

Understanding: perceiving the meaning of words, both written and spoken;
Speed of analysis: determining useful and relevant information;
Verbal proposal for solutions: reasoning based on the data provided;
Numerical proposition of solutions: reasoning according to numerical concepts;
Visual reasoning: visualizing forms and knowing how to associate concepts with visual elements.
Among these recruitment methods are psychotechnical tests and logic tests.

The personality test

A personality test is used to assess the interpersonal, emotional and conative aspects of a candidate’s personality.

This type of test must have been tested by an occupational psychologist in a professional context to be considered reliable.

Professionals recognize that the candidate’s subjectivity most often skews the results.

This subjectivity can notably emanate:

self-awareness that does not exist or is not true to reality,
the will to answer “yes” systematically, motivated by the fear of contradicting,
to respond in a neutral manner, for example by being at the center of a response scale, motivated by the fear of giving a clear opinion,
the need to please the interlocutor, motivated by the need for social belonging.

The graphology test

Warning: evaluating a person’s handwriting to make a psychological correlation with a job is by no means a scientifically proven method of recruitment. Certain ways of writing can reveal the existence of certain psychological aspects, but cannot in any case inform you about the aptitudes of a candidate for a position. Furthermore, it is clear that today, the vast majority of working people use a computer keyboard and have dropped handwriting for a long time. This manifest lack of practice will further distort the results of a graphological analysis. Useless therefore, to ask a candidate to fill in a so-called information sheet so that he copies by hand the CV he provided to you!