How to recruit right People through Role-fitment Assessments
The aim of Role-fitment assessments is to create Effective Recruitment. Role-fitment Assessments are proactive in its approach to recruitment in order to fulfill the needs of the organization which is hitting the bottom-line continuously. Today it is the responsibility of the HR department of an organization to foresee the changes in the area of business, technology and labor market and accordingly revamp the recruitment policy and procedures. Role-fitment assessments help you to recruit right People.
SamePageHR.com is well aware of the importance of ‘getting it right’. Poor choices at the recruitment stage can prove expensive. The company needs to be sure of a candidate’s technical, intellectual and human competence. For example, if a sales manager fails to deliver results and has to fire him, the company loses both time and money. Time and money spent in recruiting that particular employee will have proved expensive and wasteful whilst a better candidate may not only have ‘got away’ but also gone to a competitor.
Till recently the focus on recruitment was CV -Specific – which has now shifted to Video resume. Every recruitment techniques, be it head–hunting through LinkedIn X-Ray search or funkier – through Facebook and Twitter the sole aim is to choose the right CV for right openings.
Have you ever thought, why from Jurassic age, recruiters so hungrily hunt for resumes? – It is because they simply try to read the mind of the candidate. First, they go through the massive sheet of blah! Blah! Blah! And then through the maze of deceptive words of the would-be employee who tries to mask his inabilities till last breath – the interviewer tried till last breath to read the interviewee’s mind – the whole process becomes an epic cat-and-mouse game. The digital age which has shrunk our Globe has made it easier for us through Skype interviews and Video resumes – but the result is still back to square one.
Until now most of the selection process is a multi-level process. And it requires multiple rounds of interviews for selection of suitable candidates. This eats up considerable amount of time, money and energy of any organization. And in critical junctures when you need quick replacements more often than not the recruitment is done in a hurry bypassing established norms and procedures. And in turn many times the whole process misfires.
How Role-fitment Assessments helps in selection process rather than traditional interview processes?
Role-fitment Assessments helps in creating an effective selection process. It creates an objective recruitment and selection procedure in the company. It weeds out gut feelings, luck, instinct and subjective biases from interview boards.
One distinct thing in Role-fitment Assessments is that it takes much lesser time on closing on the selected candidates. As mostly Role-fitment Assessments are behavioural and situational interviews from very beginning it sieves out the best from the rest.
In Role-fitment Assessments, the candidates are challenged not to justify past events and achievements to justify his/her candidature for the new company. Rather, he/she is asked specific questions which show the ability to solve problems of companies he/she is applying to. Thus from the very beginning, the HR officer and interview board know who may be the best fit for this company.
As online technical knowledge and skill assessment options become cheaper and more effective pioneered by specialized knowledge-based firms, these types of Role-fitment Assessments are revolutionary screening tests which will continue their growth until they become the main stream. Their impact is high because they reduce unnecessary interviews and they can dramatically improve the quality of hire.
Even though most business functions have long ago shifted to data-driven decision making, the practice is strikingly unusual within recruiting. Role-fitment Assessments are the comprehensive data-driven scientific approach to recruiting and its use of predictive metrics. Its recent data-driven research on the ineffectiveness of many traditional recruiting tools can only be classified as groundbreaking.