Whenever a top recruiting firm is hiring prospective employees, they are basically trying to predict what performance a candidate will show within the future. You will make a guess, or associate with your gut feeling. But you will also support your choices by using structured methods.
Choosing what methods and elements to incorporate and what to depart out is what setting up a recruitment process means. In line with that, for scientifically proven selection methods instead of just counting on gut feeling, here are my top 3 reasons for going:
1. Methods are fair – gut feelings are not
When you use a technique, every candidate is going to be valued on identical criteria. Scientifically objective ways of measuring a candidate make it easier to avoid bias supported by people’s age, gender, ethnicity, etc. Tests put the main target on actual contribution and performance rather than who the person is. Measuring all candidates within the same process can sometimes be difficult. But you have got earned yourself a more fair and relevant selection process if you manage to.
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2. Knowing what you actually want will make it easier to seek out
Adding psychometrics to the method will often cause great discussions around what’s really important for a selected position. This early time investment usually contains a great return in terms of total time spent on the recruitment. And if you are hiring for several roles with identical skill sets, that saved time just multiplies.
3. Standardization is scaleable
Spending time developing things that do not scale may be a luxury most companies just cannot afford. Recruiters must be cost-effective. Time and energy should be spent where the foremost value is captured.
Some methods have higher prognostic validity than others. Whatever you decide on, ensure your choices are deliberate and support the science of psychometrics.