Candidate Manager

Pre-screening employees is very much in vogue today. In such a high volume market, employers want more tools and options to ensure a good match and people assessment that goes beyond the interview process alone. Some traits can be found by using Internet-based companies for testing, evaluation and behavioural profiling in conjunction with a background check. It is very difficult to put an exact figure on it, but the costs on hiring the wrong candidate can be high, not to mention the time and resources that went into this decision. Resources used in training alone can be very expensive.

There are various types of testing that can be used to examine an organisations efficiencies. Testing may be performed for all types of employment; sales, management, and leadership; as well as analyzing cognitive and mental aptitude. The benefit of these is that it provides an objective observation. Interviews alone benefit those with good acting skills to get a job they are either not suited or qualified for.

There are misconceptions surrounding behavioural or a psychometric test, but there is proof that certain personality types are more suited for certain positions. An obvious example is that a sales member of staff requires social skills above that of a computer programmer. That is not to say the programmer does not need social skills, but clearly the sales person will need above average communication skills in order to succeed. Psychometric testing involves any or all the following tests: ability tests, aptitude tests and personality tests. These assessments will disclose a candidate’s skills necessary to become skilled at a new job and cope with pressure, a candidate’s intelligence as well as his/her social skills that are needed for customer service.