The employment market continues to tighten, and it’s becoming increasingly difficult for employers to find the high quality and skilled candidates that meet a company’s needs. Companies will therefore need to become increasingly inventive to attract valuable candidates.
The Praice Blog
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About 2.5 years ago – when the idea of building Praice for personality assessment came to mind – the main problem we wanted to solve was the fact that knowledge about another person was based on self-reporting. An approach giving a biased and potential misrepresentation of the individual.
Say Lisa is described as collaborative and this description coincides with your perception of Lisa – either after having read about her or met her in person.
Now, are you 100% convinced that Lisa is collaborative?
There are the many, who would say: “Well, I don’t think Steve Jobs wouldn’t have been a good employee”. My two cents on this – you are too scared of someone challenging the status quo.
You spend thousands of dollars in financial and physical resources to make a hire, but where is all the data you acquired to make the decision?
Airbnb, Yelp, IMDb, GoMore, and Uber have created a unique service where the individual actor’s exposure doesn’t rely on their own self-assessment, but instead on the peers’. The same should be done in recruitment.
What determines whether a person will close a sale – or what drives a person to collaborate – depends largely on personality! Not grades, not previous experience, nor logic. This is why personality of people is extremely valuable knowledge in the recruitment process, and as such is essential in finding the best and right performers for your organization.
In Denmark, 40-70 % of private and public enterprises use personality tests when recruiting new employees. Such high percentages inevitably indicate that personality is considered significant in recruitment. However, research done by Lars Lundmann suggests that personality testing is rather problematized in a sense that it is impersonal, ambiguous, and based on faulty perceptions of personality.
How many references should you gather for your next hire? The answer is simple: “You can never have too many”. So get in there and start contacting.
Most companies understand ethical recruitment as giving a fair chance to every candidate. The problem is that it is too general a goal to actually be useful in practice. When are you in fact giving an applicant a chance? When you have spent two minutes going over their CV? When you have checked their application for spelling errors?