Hiring Decisions Based on Resumes and Interviews Alone Can Be Expensive Mistakes

Consider this - next time you run a recruitment campaign – anyone can fake or enhance a CV and anyone can bluff their way through an interview. However, it is very hard to fake a Psychometric Test. Today’s smart Hiring Managers value the added assurances of psychometric testing.

Business cannot survive on underperforming, disengaged employees with low optimism. With some businesses now breathing a sigh of relief as they slowly recover from the GFC, many will struggle to keep on staff who may feel disgruntled with restructures, pay cuts and other measures that may have been enforced to keep the business going. Whilst it would be nice to think most employees would be grateful that they were still employed, sadly many are now ready to move on.

Employers may now be looking to rebuild and retain their workforce and possibly with a mindset that there is an overabundance of talent, however caution should be paramount to ensure that there are no costly hiring mistakes. Many candidates may have been out of work for some time and will take ‘anything’ that comes along until they find what they really want. This will be costly to business. Employers need to be especially diligent in employing people in terms of skill-set, experience, past behaviour and most importantly being employed to utilise their strengths which goes along with their motivation levels. The employer’s focus should be on hiring an employee who will be able to see challenges as opportunities and be in for the long haul.

The Gallop Organisation state that skills, knowledge, experience, and talent should factor into the final hiring decision. Most organizations spend significant time and money measuring the first three. However, they do not devote the same level of resources to assessing the most important factor: an applicant's talents.

Gallup's highly refined, scientific approach to studying success reveals that top performers in any role exhibit similar talents -- recurring patterns of thought, feeling, and behaviour that naturally equip them to excel in a role.

Employer’s don’t have a crystal ball, however, there are ways to help eliminate the risk when making a hiring decision:

· Assessing the CV thoroughly

· Past behaviour interview questions

· Thorough reference checking

· At least two interviews

· Internet search i.e. Linkedin could well have a different story than the CV

· Psychometric testing

The reasoning behind psychometric testing is that the questions are designed by experts to measure aptitude, ability, personality, behaviour, optimism, strengths and motivation. This helps predict the way the candidate will fit in with the company culture and how they may perform in the role. Employers will get a fairly good indicator into how a candidate will handle problems, how they will lead and influence others, adapts, copes with challenges, their motivation level and how they will perform in the job.

Psychometric testing, combined with all the above will give a much more accurate hiring result.

True Story: Ivan applied for a position with UNAC. He was quiet and unassuming and it was thought he did not seem to have the “presence” to be a good sales person in a financial services industry. Furthermore, he had no previous experience which meant an expensive training program. He had been a chef and had travelled extensively.

His profile however showed the highest levels of optimism, tenacity, resilience. He was absolutely focused and intent on learning, growing and reaching his goals. Within two years, Ivan became the number two sales agent in the company, earning over $500,000 annually.

Denis Preston said "Ivan was an amazing success story. Without profiling, he would have been overlooked. He voraciously followed through on all leads provided and was pro-active in every area. From the profile, I knew he would be a success, but even I was amazed at his focus, dedication and what he achieved in a very short time. He is an inspiration.”^{_{Courtesy of Synergy Success Strategies.}}

Debbie Carr is Director of True Colours Recruitment and has built a reputation for her candidate relationship building. She believes that recruitment is a 'people business' and places a huge emphasis on providing an excellent service to her candidates and clients.

Additionally, Debbie is an agent for professional speakers and entertainers as the Director of Coyote Management International.