What makes for the perfect employee?

It’s not just about ability. It’s also about culture and performance at work.

The whole recruiting process can be daunting but at the end of the day, the most important result is that you find the right person for the role.

You check experience, past work history and you ask questions. The candidates interviews well and you’re pretty confident they could do the job. However, do you really understand what makes them tick?

Do you know what makes one candidate stand out from the rest?

For me the easy answer is to recommend Psychometric Testing. And of course I would suggest that you assess all your candidates. The added value that reports give you makes the recruitment process more reliable and less likely that your chosen candidate will leave you after a short time.

Saville Consulting Wave®

Not only can you test the ability and aptitude of candidates, which give you an idea of how a candidate might perform and what their potential for development is but you can also identify motives, talents, preferred culture and competency potential. These results will transform your business along with your recruitment strategy.

One of my colleagues worked at a large independent recruitment agency and after the initial interview, candidates had to take an ‘Agency’ test which looked at compatibility with the company. If candidates got less than 75% [no matter how 'good' they were] they didn’t get the job.

Of course, then there were a few complaints about whether it was fair or not, and it was decided that one division would no longer use the ‘Agency‘ test. Low and behold a year later the new people who hadn’t taken the test had committed a wide-scale fraud. Although the candidates were good, they were not ‘company’ people and had a number of serious behaviour issues which could have been identified early in the recruitment process which would have more than likely avoided the financial and fraudulent fall out.

Naturally there may well always be candidates that have a tendency to be unethical, dishonest or lack integrity, and in some sectors there are unimportant characteristics. However if your business is dependent on such behaviours shouldn’t you be ‘testing’ your prospective employees to weed out any traits that are not in synergy with your company?

One of the assessments I use is by Saville Consulting and is dedicated to assessment on a multi-dimensional basis. The interesting new range of aptitude assessments provides detailed measures of actual capability and the radically designed self-report questionnaires measure motives and talents, powerfully linked by our recent research, to preferred culture and competency at work. Taking into account both the commercial objectives and the culture in which people operate, it is possible to build stronger predictions of success and more comprehensive measures of compatibility within the workplace.

Some of the benefits are:

• better predictions of performance
• a stronger return on investment
• accurate identification and management of talent
• highly targeted coaching
• the development of a performance culture throughout an organization

And this makes for more effectiveness in the workplace, sustainable retention and improved talent management. Raise your bottom line, avoid costly mistakes and test your candidates.

Lynn

http://assessment4potential.tel/

About Lynn Tulip
Lynn Tulip is a career management and HR professional running her own HR consultancy. Her passion is working with individuals, helping them rekindle their work passion. Read the newly published Get That Job, the art of successful job hunting.. Apart from loving food and fitness, she enjoys her ever growing family. Find her online or follow her @LynnTulip and @A4P_HR
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