Assessment in Recruitment

The evolution of assessment in recruitment

A few weeks ago, I attended the Association for Business Psychology event – The Evolution of Assessment. It was held in a great venue – The Linnean Society, in the very room in which Darwin delivered some of his research around evolution, so very fitting!

The future of assessment

It was interesting to listen to anticipated challenges in the future of assessment, but also to hear more about some of the latest techniques in assessment, all ultimately pushing for a ‘fast, efficient and fair’ recruitment process.

Some highlights and areas to think about:

*Do your assessment methods predict future behaviour? Are they valid?
*Longer tests are perceived by candidates to provide a better experience – is the race for shorter psychometric tests over?
*Will we be using voice analysis or technology that measures facial expressions, when screening video interviews in the future?
*Looking at someone’s online social media profile is not predictive of job performance
*Psychometric tests need to be mobile enabled to ensure good rates of completion
*Gamification is a growing – it provides many more data points than traditional psychometrics, and is engaging and rewarding for candidates to complete, allowing you to measure traits associated with the role being recruited – it can make recruitment fun

Assessment at work

The ABP is working really hard engaging with the world of business, in integrating the use of psychology in a user-friendly way. This event was great at highlighting how intrinsically linked the world of psychology and recruitment are.

Posted by Debs E.


Candidates rule!


Worthwhile recruitment experience

Candidates rule; so making sure they have a relevant and constructive recruitment process will give you a better return on your investment in recruitment.

Here’s what we recommend we focus on in your recruitment process:

  1. Include salary details whenever possible

The philosophy of describing a salary as “competitive” can rule out good candidates.

It wastes the time (and budget) of busy recruiters and annoys candidates by making them spend time looking into jobs that may be wholly unsuitable.

Subjective labeling rarely works; so include salary details and let potential employees decide if you’re competitive or not.

  1. Make your approach applicable to the passive job seekers you’re targeting

The best recruiters will target the most relevant audience; which should include choosing the right sites as well as deploying a direct approach to passive job seekers.

Ever had a call about an accident you didn’t have?  Irrelevant and unwanted attention is rarely welcome so make sure the message you’re sending out to potential applicants is appropriate or you’ll run the risk of turning them off your brand.

  1. Give them a voice……… and listen

Connectivity through social media is growing more common in all age groups, and the businesses that recruit most successfully are those that ask for feedback and listen to it.

Digital natives (generally considered those under 30 in 2015) in particular want to share their experiences- good and bad.

Surveys, websites and new starter interviews are all good ways of gathering feedback, but don’t forget – you can always ask the question when you pass on the outcome of the recruitment process!   

  1. How long does your application process take?  

Candidates will appreciate brevity in this area, so if you don’t know how long it takes to fill in your application form – give it a go!

Remember, experienced candidates know what is required for the job you are advertising, so ask yourself if the information you’re asking for is really relevant or could be gathered later in the recruitment process.

Prompt timelines at all stages in the recruitment process will help give you an edge over the competition, so wherever  possible get your stakeholders organised for prompt feedback, interviews  and assessment dates.

  1. Managers: Tell it like it is!

Hiring managers are at the front line of making sure candidates have a positive experience of the recruitment process.  If they haven’t been involved in much recruitment it’s time well spent to discuss the benefits of delivering a positive experience to every candidate.  Unsuccessful candidates may not be right for you now – but they may be in the future.

Share the detail of the hiring process with managers so they understand the journey and can plan the right questions or assessment for the face to face interview.

Managers can add value to the process for candidates by being honest about the challenges and rewards of the job if they are successful, so reflect reality  – warts and all!

Remember – a recruitment process is two sided.  It’s just as important for candidates to assess your company, job, environment and team and decide if it’s right for them as it is the other way around.

  1. What’s in it for them?

Well, a job potentially, but if they are not successful then what’s in it for them?  It is possible to deliver a positive experience of the recruitment process for candidates, even when they haven’t been successful.

Consider what you can share about the industry, your products and services.  Can you include a learning opportunity in the assessment process?

What takeaways can you give related to candidates self –development or performance during the recruitment process?

If appropriate – talk to candidates about checking back in with you and the company in the future – and make sure they remain engaged with the brand.

  1. Be a person, give a name and keep in touch

Including contact details on emails helps to make the recruitment process more personal and will allow you to develop a better rapport with potential candidates.  Make sure you are in touch at each stage in the process, explaining what will happen next.

Impersonal communications, not being able to call and ask questions during working hours, and not being updated regularly can cause you to lose good candidates.

  1. Pave the way for a great start

After an offer has been accepted it’s just as important to stay in touch regularly.  So do make sure you explain each step of the on-boarding process.  Stay in touch and consider how the new employees new team may be involved. Are there any company events your new starter could attend?  Is there any training they could do before they start?

Contacting candidates at least once a week will reduce the chances of losing your candidate to a counter offer or a last minute worry.


These 8 great tips are provided by our colleague, expert and ‘thorough’ recruiter Amanda Marques.

The value behind Values Based Recruitment

Values based recruitment

We recruit many hundreds (possibly into the thousands) of care workers for our clients each year. It’s tough – care is not a job for the faint-hearted, it’s low paid, hard work, often involves manual tasks and in sometimes distressing circumstances. In many cases it’s a vocation rather than a job.

People who are good at caring for others, love to care (and continue to do so in the most difficult of circumstances), they want to care for all, and are driven by the overall rewards and satisfaction this role brings; and they’re certainly not driven by the financial rewards.

That’s why using a values-based recruitment model works so well in this industry. It’s not about someone’s previous experience or the skills that they have already perfected, but their values, behaviours and potential to care. The skills needed in the role can be taught, the values someone holds are intrinsic.

Never too old

It was really heart-warming to read a blog from an inspirational care worker recently, who only took up the role at the age of 70. In a ‘traditional’ recruitment process I’m not sure her experience working for an antique dealer would have made the shortlist.

Click Here to read the article