In a recent HC Online article on Best Practice Recruitment the analogy of a candidate as an iceberg was used. What you see or can glean from resume and interview is possibly only 10% of the total picture.
I was intrigued by this comparison (in fact, it was made by one of my employees), but on reflection am convinced that this is true. But if the candidate represents an iceberg, does that make the employer a modern-day Titanic?
First the iceberg. It is completely understandable that traditional recruitment methods may reveal only a very small part of the relevant information about any applicant.
Take the resume for a start. Many are embellished, and at best, they only tell you about past jobs, not performance. References? If a candidate can’t find two or three people to say nice things, they’re really in trouble. And the interview? By definition, this is a person on their best behaviour. How long will that last? Will the person who arrives for on-boarding be the same individual? Do we react in interviews by favouring those who seem most like ourselves?
But the bigger risk is to the ship cruising these waters. A bad hiring decision could cause immense damage to the hiring organisation over an extended period of time. Will the new hire have the ability to do the job, to ‘get it’? Will they come to work? Will they be a “Planker”?
Ultimately there are two ways to find out. One is the much vaunted ‘gut instinct’ school, which may amount to hire and hope. The alternative, as outlined by HC Online, is to adopt best practice and assess your candidates using psychometric tests so you can find out as much as possible about what lies beneath their surface.
Watch out for those icebergs!
About this Post
This post was originally published by Onetests' CEO on our HR and psychometric testing blog.
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