If you don’t now - Now you know

Many service companies rely on skilled, personable employees to satisfy customers, but finding them can be costly; in some industries the annual churn rate exceeds 50%. Weak labor markets and click-to-apply online applications increase the burden on companies, which may get hundreds of applicants for a single opening. Consider the British call center industry: In 2012, 7 million people applied for 260,000 jobs.

Most companies have a standard hiring regimen: Recruiters start by reviewing résumés, move on to phone or face-to-face interviews with the most promising candidates, and then draw on various tests, often including psychometric tests, to determine which applicants are the best fit.

Harward Business Review research suggests that this approach is backward. Many service companies, including retailers, call centers, financial business and security firms, can reduce costs and make better hires by using web-based psychometric tests as the first screening step. Such tests efficiently weed out the least-suitable applicants, leaving a smaller, better-qualified pool to undergo the more costly personalized aspects of the process.

The test-first approach makes sense for several reasons. Evidence suggests that many more applicants today—by some estimates, nearly 50% - embellish their CVs than did so in the past, reducing the utility of résumés as initial screening tools. At the same time, the advent of web-based Psychometric Portal assessment tools has made testing less expensive and more convenient. And recent research across industries shows that these tests are good predictors of performance. 

Get further information on how to access and establish the link to Psychometric Portal in the recruitment process. Contact J?rn Hulgard at [email protected] or call me on +45 51238541