Hiring and retaining the right people has always been lengthy, difficult, and costly. However, being able to quickly sift through a mountain of CVs and see the potential and capability of your candidates upfront will add immense value to your recruitment process.
See beyond the candidate – reveal the person
Seeing beyond those carefully curated experiences that a CV or LinkedIn profile presents can be difficult, and while experience and qualifications are an important part of a candidate, their CV doesn’t reveal everything about them. For example, will it answer questions like:
- How quickly will this person adapt to the new role?
- Are they suited to a dynamic, changing environment?
- Is this person a natural problem solver?
Cognitive ability, or aptitude, has been widely acknowledged as the most important predictor of job success [1]. Most organisations consider aptitude as a benchmark for predicting a candidate’s ability to perform a specific role. Pre-employment cognitive aptitude tests are highly successful at identifying the candidates who are most likely to succeed in their roles.
Thomas’ Aptitude assessment is an accurate way of predicting a candidate’s potential contribution to an organisation. It measures their fluid intelligence, that is, how quickly they will learn and retain new skills and procedures and how quickly they can grasp a new role. The assessment was developed over a 15-year period by Dr Peter Dann in the Human Assessment Laboratory at the University of Plymouth.
It looks at an individual's speed of processing information, ability to learn and develop new skills and can be used for a variety of purposes:
- recruitment
- retention
- development
- management
- identifying training needs
- career guidance
- succession planning
- benchmarking.
Find the needle in the haystack
Thomas’ Aptitude assessment gives recruiters the leading edge in a competitive marketplace as it instantly releases additional insight into a candidate’s potential to hit the ground running, handle a dynamic, fast-changing environment and challenge the accepted norms within an organisation. This insight means that hiring managers can confidently filter high volumes of CVs quickly and prudently to find that elusive needle in the haystack – the best-suited and most promising talent available.
The newly launched Thomas platform, Thomas Perform (now Thomas Assess), makes these insights instantly accessible and understandable, meaning you can get up and running with your enhanced recruitment processes straight away.
Job roles and star ratings
Star ratings on the Thomas platform can be used to compare assessment results side-by-side and confidently identify the applicant that best fits the role and the culture of your team. Users can create and define the job role by identifying the required aptitudes, behavioural or personality traits to better match candidates to roles.
Candidate assessment results can then be compared, with a star rating to show which fits most with the desired profile. By evaluating based on the star ratings, you can hire candidates with the necessary aptitudes, behavioural and personality traits, as opposed to hiring based on CV or LinkedIn profile and discovering they’re not a good fit for the company or the role.
Our unbiased star ratings allow you to quickly and easily identify those most aligned with your job profile - and find your ideal hire (needle) amongst the multitude (haystack).
Open the door to Predictive Hiring
Predictive hiring focuses on combining science, data, and analytics to predict the role and cultural fit of employees and candidates. Predictive hiring tools generate insights on aptitude, behavioural and personality traits as well as other characteristics that can apply to both current and potential future roles, thus spanning the full talent life cycle. Predictive hiring platforms can allow you to compare individual trait profiles to those of high-performing workers within a given role.
Our platform will help you identify best-fit candidates for any particular role. Best-fit candidates prove quicker and easier to onboard, require less training, deliver value faster, are more productive and tend to stay longer in organisations. All of these factors will help companies both improve top line performance and reduce operating costs.
Whether you’re hiring from an external or internal candidate pool, Thomas’ Aptitude assessment helps you to make more informed and objective recruitment decisions, so that you can hire the right candidate for your team and your company.
See more about our assessments and download our manifesto for easy-to-action advice on optimising your recruitment processes.
Sources:
1. Correlations with Job Success. Meta-Analytic Data from & Schmidt, Oh & Shaffer 2016 – an update from Schmidt & Hunter, 1998
