Hiring the right person for the position is the goal of HR recruiting. Unfortunately, companies don’t always get it right. A poor hire can have a significant impact on your company from a variety of perspectives – cost of doing business, organizational culture, employee morale, productivity and effectiveness, and more.
To ensure an effective hiring decision is made each time a position is open, many companies are using psychology and more thorough means to test candidates, especially at the executive level.
WHY USE PSYCHOLOGY-BASED TESTS FOR HR RECRUITING?
Identifying skills and experience is the easy part of the candidate screening process. Determining how a particular individual fits into your company culture is the more difficult assessment. One way to measure candidates’ cultural fit is by using a psychological test. They are used to determine a candidate’s values, interests, personality type and even skills. This will help HR recruiters identify the types of personalities that are likely to be successful with the company.
Psychology personality tests can also help your organization better understand the type of candidate you are looking for. They can answer questions such as:
- Which personality types fit your company culture? Which don’t?
- Will a candidate’s traits help them be successful and grow once hired?
- What are the candidate’s strengths and weaknesses?
Depending on the type of test administered, it will help recruiters gain an understanding of each candidate’s leadership competencies, how they make decisions, their level of organizational skills, and problem solving style, among others. It will also allow for ideal comparison points when assessing candidates.
THE KEY PSYCHOLOGY FACTOR BEHIND RECRUITING
If you want to identify the top HR candidates and get them interested in a role in your company, there is one main psychological factor to make abundantly clear.
In his article The Psychology of Top Performers, Lou Adler states, “Job satisfaction is the primary driver behind how and why people look for new opportunities. Using this knowledge, recruiters can develop sourcing programs designed around meeting the needs of these top performers.”
To take advantage of this concept, Adler suggests the following:
1. USE MORE COMPELLING JOB ADS THAT FOCUS ON SATISFACTION
2. EXPAND YOUR EMPLOYEE REFERRAL PROGRAM – SATISFIED EMPLOYEES WILL REFER OTHERS
3. SWITCH THE CONVERSATION FROM MONEY TO SATISFACTION
Making these subtle changes will alter the psychology of your approach to HR recruiting.
GET MORE HR RECRUITING TIPS
Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.