When recruitment goes wrong, it really goes wrong. The cost of searching for and appointing a new hire is astronomical. Then what if they don’t work out? You have to start the whole time-consuming and costly process all over again. The financial cost, not to mention the disruption is a nightmare. A nightmare your business can ill afford.
So how come these appointments can go so spectacularly wrong? After all, you conducted a thorough interview process. Well maybe if you had a more effective, thorough, and scientific screening process in place you would be able to shortlist only the right candidates with the right skills and temperament for the role.
How to do this? With an aptitude test. That way you could get a much better idea of a candidate’s suitability for a role even before the interview stage. Which allows you to create a much more accurate shortlist. But aren’t aptitude tests difficult to roll out and coordinate? Well not anymore. Thanks to the Internet they are a whole lot easier to manage.
Online aptitude tests mean that candidates can sit them remotely and the information gathered from the test flows back into a central database. This means you don’t have to bring potential candidates into the office and you don’t have to analyze reams of paper responses. The whole process is slick and streamlined. Once the tests are complete, you can build up a much more accurate picture of someone’s skills and abilities. Without tying yourself up in layers of extra administration and bureaucracy.
By investing just a small amount of time at this stage in the recruitment process you can help prevent disastrous appointments further down the line. So if you feel that your recruitment process is breaking down somewhere in the mix, investing in a testing process and system could put it back on track.