The HR field faces a significant challenge: the growing mismatch between traditional recruitment methods and the evolving demands of the labour market. CVs, interviews, and intuition alone are no longer sufficient to identify talent capable of adapting to the technological and organisational transformations we are experiencing.
By 2025, talent assessment is no longer about a simple interview or multiple-choice questionnaire. With adaptive tests, gamification, artificial intelligence, and predictive matching, HR professionals now have access to tools that are radically transforming how they identify, recruit, and develop talent.
By fully leveraging the potential of these tests, HR professionals can go beyond simplistic labels to truly understand their candidates.
The purpose of psychometric tests, through the skill profiles sought, seems to be a universal constant. But how is it possible to arrive at these conclusions when each country has its own cultural nuances in terms of language, background, professional outlook, interpersonal relations, etc.?
Like about 60% of recruiters, you may have administered a personality test to a candidate. You have heard about its predictive powers regarding job performance and are impressed by the clarity and depth of the report's insights.
You’re willing to transform your approach to annual reviews? Traditionally, these meetings have often been limited to a dialogue between the manager and the employee. While this method is familiar, is it really the most effective way to evaluate the performance and potential of your employees?
Personality tests, the Emotional Intelligence test, and the IQ test are examples of the wide variety of tests and questionnaires available to the public. Applied to the field of human resources, these tests may be very useful, as is confirmed by Patrick Leguide, the founder of Central Test.
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