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.
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.
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?
Harvey hires Mike despite the fact that he has no experience. Instead, he sees the talent and personality. It turns out to be the best decision he’s ever made. If you want to hire like Harvey Specter you should be able to read the CV as a story, not as a checklist.
Determining the initial screening criteria is paramount when you have a significant amount of applications. Would you screen candidates based on education, previous job experience or personality?
Selecting the right candidates based on culture-fit and personality traits early in the recruitment process is essential. Therefore, in order to avoid receiving cover letters that directly quote your job ad, consider adding the following to your recruitment strategy.