In 2022, recruitment is now both present and future. In other words, while selecting the best profile at the time of hiring, HR must also be concerned about its ability to evolve over time. Soft skills detection methods are the result of this observation, the matching and attention to soft skills are designed to meet this need.. Designed for the fast-changing world of work, AssessFirst helps recruiters identify the right candidate for today and tomorrow.
Why should you use Assessfirst? Here’s the video answer from our Head of Science Emeric Kubiak :
Science to the rescue of recruiters
Recruitment isn’t what it used to be. In addition to hiring the right candidate with the right skills for the job, the recruiter must also ensure that the candidate has an affinity for the company’s missions and culture. In this context, time-saving is at the top of recruiters’ list of priorities when choosing the tools that will support them in their missions.
For some time now, the increasingly ROI-oriented approach to talent management has called into question CV-based recruitment and unstructured job interviews. With a view to a better allocation of resources, every recruitment decision should be accompanied by justified reasoning. That’s right, have a good feelingis no longer enough ! What’s more, these days we’re advocating diversity in the workforce, parity in the workplace and employee fulfillment through work. That’s a lot of balls to juggle when recruiting!
Coming to the rescue of the recruiter overwhelmed by all these injunctions, science has come up with an answer to all these challenges in the form of accessible and effective personality tests.. Designed to make life easier for candidates and recruiters alike, intelligent recruitment tools – of which AssessFirst is one – are transforming CV-free recruitment. Here’s how.
What HR data tell us
The recruiting revolution is underway thanks to HR data, here are the evaluators assessed. Cognitive science casts doubt on the impartiality of recruiters. The diagnosis is clear: whether we like it or not, our decisions are often marked by cognitive bias. So what can we do to bring a little impartiality to our decisions?
What is candidate matching?
For recruitment purposes,the matching algorithm will pre-select the profiles deemed most suitable for a position. . matching candidat uses artificial intelligence to establish consistency between the data provided by the recruiter and that contained in the application. This is the case, for example, when the tool assesses the degree of compatibility between the soft skills presented by the candidate and those required for the position to be filled. The recruiter participates in the algorithm’s development by indicating technical skills, a certain level of experience, the geolocation of his or her place of residence, or the timeframe for taking up the position. This crucial phase will determine the quality of the matching which works by evaluating compatibility percentages. Its algorithm may also favor one or more criteria deemed essential.
A considerable time-saver, the matching is very useful when the recruiter is certain of the type of profile sought and has to manage a large volume of applications. What he doesn’t know how to do, however, is detect a candidate’s potentialhow he or she is likely to develop in the future, and the criteria that will help him or her flourish.
Predictive recruitment speeds up and streamlines decision-making
Predictive recruitment responds to the need to base decisions on a forward-looking assessment of the candidate. We now know that soft skills are essential for success in a wide range of positions, including management positions leading to decision-making bodies. Pre-selection based on a candidate’s behavioral and cognitive characteristics saves an enormous amount of time. compared to traditional CV sorting. AssessFirst integrates a large number of data points for this type of analysis (850 to be exact). The data collected is divided into three main aspects the candidate potential assessment test The candidate’s cognitive abilities, motivations and personality.
What’s more, predictive recruitment and psychometric testing examine applications objectivelyopening the door to a wider range of candidates. The AssessFirst tool offers just 5.4 million possible configurations. In short, AI kills two birds with one stone, saving recruiters time while helping to diversify candidate selection.
Recruiting for today and tomorrow
A quality recruiter will ensure that the new recruit is properly integrated into the working environment. His job is not truly complete until the onboarding phase has been successfully completed, or even much later.
A different approach to performance
Creating close-knit teams means getting to know each member. That’s why in-depth analysis of behavioral skills and motivations, and identification of the work style with which the candidate will have the most affinity, help to create high-performance teams that grow richer over time. AssessFirst users report a 30% increase in employee performance.
A response to turnover and disengagement
Ensuring that profiles complement each other from the outset reduces the chances of a premature departure.. In the retail sector, recruiters deal with a large volume of applications and need to select profiles capable of performing quickly in a commercial environment while remaining loyal to the company. Following recruitment using AssessFirst, our customer from this sector noted a reduced staff turnover of -50%, while increasing the number of candidates assessed annually to 40,000 profiles.
Aiming for inclusion and diversity
No company can ignore this social challenge. Team diversification must be based on objective recruitment decisions, while taking into account compatibility with the company’s culture. The answer lies in a shift in priorities, focusing on commitment and performance, not on the candidate’s personal characteristics (origin, age, gender or education). Our real estate client notes that 4 times more women are recruited thanks to the AssessFirst soft skills detection tool.
Turning recruitment into a pleasure, or almost a pleasure
A recruiter’s employer brand requires a quality candidate evaluation process. In the spirit of the times, submitting an application in just a few clicks and receiving immediate feedback maintains attention and encourages commitment. The recruiter can then suggest that the candidate apply for positions he or she might not have considered before. To inadvertently miss out on the job of your dreams is worthy of a Greek tragedy!
This evaluation format puts the candidate at the center through a results of their personality test. A win-win exchange, matching helps candidates position themselves in positions where they will find professional and personal fulfillment. At the same time, recruiters benefit from significant time savings and solid, quantifiable decision-making criteria. Finally, the AssessFirst method offers a predictive capacity 2.8 times greater than that of a traditional recruitment interview. Consult our study to find out more!
Putting recruiters in their place
AssessFirst makes life easier for recruiters by offering an easy-to-use, accessible and ergonomic platform.. Integration with ATS and HRIS tools enables recruiters to bring together several recruitment stages under one interface: grouping candidates, creating predictive models and exploiting data. A simplified interface lets recruiters concentrate on what they do best: analyzing profiles to match the right candidate with the right job.
Easy handling and time savings support HR’s mission of ensuring that everything works in the real world. After all, without the human element, the job would be a poor one. A recruiter’s talent lies in his or her ability to detect the person behind the candidate’s mask. He or she detects the potential of the person in front of it, not only on a defined mission, but in contact with their daily environment. Employee fulfillment cannot be achieved without recruitment that is deeply rooted in human values, and in this sense, neither can the employer.
