Cognitive biases are unconscious mental processes that can influence our perception of reality. These cognitive biases enable us to quickly assess situations, but they can also lead us to make poor decisions. This is true for recruiters, too!
The use of robustly designed psychometric tests provides valuable insights into individuals and their capabilities, but implementing them into an organisation’s recruitment process can constitute a significant investment for a potentially cash-strapped HR department.
The first encounter between two individuals can be a deciding factor in how the relationship will progress. First impressions have a significant impact on interviews, but these impressions are often subjective, based on the personal biases and judgments of the interviewer.
At the forefront of innovation, TALENT MAP is based on the multi-criteria approach of psychometric assessment. It allows us to use the results of several tests on a single repository, thereby providing a common, comprehensive and predictive analysis of the potential of a candidate or an employee.
Recently, ‘Pokémon Go’ fever has gripped even the professional world. Recruiters and candidates find themselves caught up in the game to catch these friendly beasts.
There are some very useful lessons that can be learnt from this addictive game.
In our everyday lives, we all tend to show ourselves in a favourable light, depending upon the circumstances. We call this the social desirability bias. When it comes to recruitment, research indicates that a third of candidates have intentionally embellished or misrepresented their qualification to get a job.
While the use of personality testing has increased over the past years, choosing the right assessment is still challenging for many organizations and HR professionals.
Here are a few tips to help you identify the right personality assessment for your recruitment process.