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Multi-criteria predictive matching: for a 360° view of people potential

eye 358 Published on 15 Jan. 2020
tag #Potential identification

Lack of clarity about the position, interviews done 'on intuition', no clear objectives, shortage of talents... Still today, nearly half of all recruitments are a failure. While this phenomenon is amplified by context and certain factors, 89% of them are linked to problems of attitude and motivation. So how can we ensure that candidates are a good fit for the company's values? How can we detect the candidates' potential, the 'submerged part of the iceberg'? A key concept: the multi-criteria approach!

What do we mean by 'predicting a potential'?

It used to always be the case that a candidate was recruited based on their technical skills, qualifications, references, experience, etc... The world of human resources has evolved and now focuses on other concepts to assess potential such as soft skills, personality, motivations, the candidates' values, etc. Social skills are now required as well as technical skills.

So what is the difference between competence and a potential? “A competence is what can be observed at a given moment, whereas a potential is by definition what cannot be seen but will facilitate the development of new competencies,” explains Patrick Leguide, founder and CEO of Central Test.

Crucial points that cause us to rethink not only recruitment but also career management and training. To do this, decision-makers can use scientifically validated psychometric assessments.

Predicting potential, yes, but not everything is rigid!

There is no 'gene' for potential but we can assess traits that are favourable, natural ease to perform certain competences. If we look at the example of leadership, certain personality traits are more favourable to effective management such as engagement, wanting power, ambition, powers of persuasion, firmness, emotional distance, etc. Nevertheless, it is important to take a nuanced look because so-called 'facilitating' traits can have varying levels of impact.

For example, while being an extrovert can be slightly favourable, it will have less impact than wanting power. However, not possessing the 'right trait' does not mean you cannot perform the competence: “you are too flexible, you will not be a good leader”… The world is not black and white.

For example, not being naturally inclined to want to persuade others can be an obstacle, especially when it comes to sharing your vision, but it can also be an asset because it will make you naturally more credible, although you should avoid falling into excessive objectivity.

This is where our self-awareness and, more generally, our emotional intelligence comes into play to help us progress and better meet our challenges by taking on our own style.

What criteria can be used to assess potential?

The multi-criteria approach, as the name indicates, brings together multiple relevant criteria which will be used to support the final decision. Personality, aptitudes, motivations, emotional intelligence, ethics... are all criteria to take into account when assessing a candidate. This is why we recommend combining a personality test, motivation test and emotional intelligence test when recruiting.

Our Talent Map tool uses a Smart Data algorithm that calculates factors from multiple tests, proposing a matching with competences, professions and values. This enables us to refine the analysis and get an overall picture of a candidate's potentials.

You now understand that for successful recruitment you should use a multi-criteria approach and utilise effective tools that meet psychometric standards. Ideally, these tools should be personalised and adapted to your issues. A global approach taking into account all relevant criteria to determine future factors for success.

Kate Gatens

Content Manager

Graduated with a Bachelor's Degree in Communication and Marketing, Kate is in charge of the Editorial Strategy in Central Test. She is passionate about litterature, communication, and new tech.

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