Why You Need Compatibility Tests in Your Hiring Process

The Covid-19 pandemic has had a wide-reaching and likely long-lasting influence on the job market, with firms delaying or drastically cutting recruitment and others being forced to lay off employees en masse. However, with vaccination rollouts happening across most of the world’s developed nations, there are signs that things are gradually moving towards the way they used to be.

Soon employers will need to locate employees with the proper skills for their firm as the world begins to recover – skills that may have changed or become more in-demand since the outbreak. Digital skills, for example, are likely to be in higher demand, as Covid-19 has accelerated the speed of digital transformation in response to the rise in remote working. 

While a well-written CV, a confident demeanour, and actively engaging with the interviewer by asking questions in a face-to-face interview are great indicators of a valuable employee, these are often insufficient for employers to assess whether or not an applicant would thrive in a position. A successful candidate is more than the sum of their degree, expertise, talents, and previous experiences, but despite this, many firms still base their hiring decisions on CVs and interviews, which can result in costly hiring mistakes. 

What can companies do this year to guarantee that they hire the proper people to help them recover from the pandemic and minimise (or eliminate) recruiting errors? 

Data-driven recruitment results in more informed hiring decisions.

Compatibility tests give businesses standardised and useful information about how candidates will act at work, and they help predict job performance and company fit. Companies may utilise this information to not only find and employ the best applicant but also to boost their team’s overall productivity and effectiveness.

A compatibility test, unlike CV analysis or face-to-face interviews, allows organizations to accurately analyse crucial soft skills like openness, conscientiousness, and stability, as well as characteristics like sociability, leadership orientation, self-confidence, and creative thinking. 

Enhances top-of-the-funnel candidate screening

The compatibility test, when paired with other forms of assessments such as motivation and cognitive ability, as well as structured interviews, provides valuable insights to improve the selection process.

Using this at the beginning allows you to screen out individuals who aren’t a good fit, allowing you to focus just on the most promising profiles and, in the end, identify and employ the greatest talent. 

Determine whether an applicant has the right personality for a variety of work roles.

A compatibility test can accurately predict employee performance in a variety of job areas.

Companies will likely want to analyse personality traits across a wide range of categories when recruiting high-level executives, but if they are employing a waiter, they may be more interested in specific personality traits like friendliness or conscientiousness. 

Improves the quality and retention of employees

Companies may more effectively screen candidates for aptitude and personality traits, as well as determine whether a candidate is likely to remain in the position for a long time.

Many aspects are evaluated, including learning passion, initiative, empathy, communication skills, critical thinking abilities, honesty, motivation, and curiosity, and agreeableness, to name a few. It can be difficult to screen for these qualities during a conventional face-to-face interview.

Employees who are not a good fit for a job will eventually underperform in terms of engagement and productivity, and they will be more likely to leave, which is both costly and time consuming for all parties. A compatibility test can help employers hire fewer people but ensure that who they hire is the right person. 

Improving legal defensibility by directing an evidence-based recruitment procedure

In contrast to other more subjective hiring procedures, using a compatibility test can strengthen the legal defensibility of the recruitment process by providing companies with objective, scientifically verified predictors of work performance. This provides businesses with a better chance of defending their recruiting practices if their legality is called into question. 

In Conclusion

Employers are increasingly concentrating on recovery and planning for the post-pandemic period. Many households have saved money because of the lockdown limitations; therefore, a post-Covid spending boom has been proposed as a way to speed up economic recovery.

Whatever happens, employers must be prepared, which means putting the appropriate people in the right positions. Compatibility tests, in addition to more typical recruitment procedures, may help to eliminate recruitment mis-hires.

Author: Editorial Team

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