We’ve all been there. Taking the next step up in the career ladder… or sideways, or sometimes down. Sometimes we even fall off and try our damndest to get back up on it. We’ve all gone through the highs and the lows of getting a new job. We’ve all had the same rhetorical questions go through our minds: ‘Will I be judged?’ ‘Will my interview go well?’ ‘Will my nerves remain calm?’ ‘If I get the job, will I be good enough?’ ‘What will the job really be like?’
Everybody who is anybody, at one stage or another, has asked themselves those questions at some point throughout their career. Some are confident, others shy; the rich tapestry of life is often defined by those candidates who march up Applicant Alley, and then trundle back down Rejection Road. So little is known about those judging your application, and what boxes need ticking to get this job, oh this job; this wonderful job! Wonderful? Really?
Having been through this process a couple of times in my career, when looking back both reflectively and pragmatically – the amount of time that I have wasted on applying for jobs doesn’t bear thinking about. Time that would have been much, much… much better spent on developing my personal and professional skills to hone in the jobs that I actually wanted.
Now older, and ever-so marginally wiser, on reflection, the roles I was so desperate to get would have never stirred my soul, not in a million years. I’ve been around enough to know that you cannot believe everything that you read in a job description, or try and ascertain in a couple of face-to-face interviews.
How am I really meant to know what a role is like? How can you be sure that what they tell me in interview, is actually reality? Well, you can’t, it’s as simple as that? Or is it?
It’s exactly the same for prospective employers, too. As recruiters, how are you supposed to be sure that the person that you readily accept to accommodate for an hour with the warm glow of your welcome and the obligatory coffee, is who they say they are on paper? Qualifications are coming out of their proverbial eyeballs and job history is so perfect it would stand up to the scrutiny of the Secret Service. But less than a minute in to the interview, you would rather be anywhere else. Anybody who has been the interviewer knows this. You go through the motions, but that is an hour of your life, you’ll never ever get back!
Problem. Problem, and problem. Where is the solution? The solution is far more simple than we thought: assessment. As a provider of online assessments, of course that’s what I’m going to say, right? Well, I don’t mean any kind of assessment. I’m talking about a values-based psychometric assessment, or a Situational Judgement Test.
The beauty of this type of assessment is that they provide a wonderful solution to the problems that we have encountered earlier in this text; not just for the candidate, but for the recruiter, too – and the solution is so straightforward it is almost miraculous.
A values-based psychometric assessment is built completely from scratch and is entirely customised to the organisations that are appointing. Most companies these days, don’t just want employees to be able to demonstrate how competent they are on Excel spreadsheets, or delivering a sales presentation; most companies want to know that this is a person that we can rely on – this is a person whose values are so deeply engrained in the values that we have as a company, that we know that they will be loyal, respectful and receive loyalty and respect in return. These people won’t have a free ride, these people will work hard, these people will reward us, and oh – we will reward them, too.
By building a values-based psychometric assessment, or Situational Judgement Test, employers will glean how much of a behavioural, attitude, cultural and values-based fit a candidate is to a role. The beauty of this is that these types of assessments are taken before you invite somebody into your place of work to charm you with their CV.
Use a values-based psychometric assessment at the point of application, use it even before you ask a candidate about previous employers or referees – use it as soon as they decide to press ‘apply now’ on your recruitment page… you will save so much time and resource, not just for you, but for the candidate too!
The wonderful thing about a values-based psychometric assessment for the candidate is, because it provides them with a series of scenario-based questions, actually about the role that they’re applying for, means that if they don’t like the sound of the tasks and responsibilities that this role engenders, they can exit the process and save everybody’s time. But if they do like the sound of the scenarios and they do demonstrate the values that this company necessitates, they are almost certainly the correct employee for the job.
Implement a values-based psychometric assessment and churn, attrition, retention and however many other buzzwords exist in recruitment will be sorted, I promise.
Please get in touch to talk about values-based psychometric assessments in more detail.