{"id":3293,"date":"2024-01-15T15:38:35","date_gmt":"2024-01-15T04:38:35","guid":{"rendered":"https:\/\/greatpeopleinside.com\/australia\/?p=3293"},"modified":"2024-01-22T20:25:15","modified_gmt":"2024-01-22T09:25:15","slug":"the-recruitment-maze-adding-subjectivity-to-reduce-risk-to-identify-top-talent","status":"publish","type":"post","link":"https:\/\/greatpeopleinside.com\/australia\/the-recruitment-maze-adding-subjectivity-to-reduce-risk-to-identify-top-talent\/","title":{"rendered":"The recruitment maze: Adding objectivity to reduce risk to identify top talent"},"content":{"rendered":"

Many of us can agree that recruitment is a risky business. Finding perfect candidates for all roles in your business who will meet the job requirements and excel within your company\u2019s culture is akin to solving a complex puzzle. A recruitment maze. According to industry statistics, only 25% of the selected individuals are top performers.\u00a0The question is, why does this happen?<\/em><\/strong><\/p>\n

How do you reduce risk to identify top talent to join your organisation?<\/strong><\/h3>\n

The main challenge in identifying top talent is the need for more objective data available when making hiring decisions. Using more objective data for candidates on an individual basis and applying a human approach in the recruitment maze is discussed in this article.<\/em><\/p>\n

Without a crystal ball, hiring managers often rely on a limited information set: resumes, reference checks, and gut feeling. While these elements are paramount, they provide only a fraction of the information required to make a well-informed decision.<\/p>\n

A solid argument to reduce risk to identify top talent<\/strong><\/h3>\n

John and Ronda Hunter\u2019s research in \u201cValidity & Utility of Alternative Predictors of Job Performance\u201d, points out that interviews and background checks provide just 26% of the information required to make a successful hiring decision.<\/em><\/p><\/blockquote>\n

\"Recruitment<\/p>\n

This stage is where most selection processes typically end.<\/p>\n

How can we gather more valuable objective data to simply the recruitment maze?<\/strong><\/h3>\n

The answer lies in measuring cognitive ability, behaviours, occupational interests, and overall \u201cfit\u201d. By incorporating these aspects into the hiring process, you can gather\u00a0a powerful additional 49% of valuable objective data for candidates at an individual level. <\/em><\/strong>In essence, this approach\u00a0slashes your recruitment risk by almost 50% and enables a greater tapping into the potential of candidates for longer employee engagement.<\/em><\/strong><\/p>\n

Making selections for our personal purchases<\/strong><\/h3>\n

Think about the last important purchase you made: a new car, a smart TV, or a laptop. Chances are, you didn\u2019t base your decision solely on how it looked. You likely considered various aspects such as performance, features, and how well it suited your needs and wants.<\/p>\n

A need to improve the recruitment process<\/strong><\/h3>\n

So why do we rely on just 26% of the available information with interviews and background checks when it comes to hiring?<\/p>\n

Unsurprisingly, we get it right 25% of the time. It\u2019s like betting on the roulette table or the slot machines. But there\u2019s a better way.<\/p>\n

A range of available assessments to help with the recruitment maze<\/strong><\/h3>\n

With the advent of next-gen evaluations, you can substantially improve your hiring process. We\u2019ve seen significant results working with clients.<\/p>\n

Assessments are available off the shelf for a range of roles, including:<\/p>\n