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  • AI: Opportunities and Challenges for Recruiters

    Artificial intelligence is revolutionizing recruitment, offering many opportunities to help recruiters with their day-to-day tasks and make informed hiring decisions. However, it also presents challenges that are important for HR professionals to be aware of. In our factsheet below, explore the opportunities and challenges of integrating AI into the recruitment process, highlighting the need to strike a balance between automation and maintaining the human aspect, while ensuring the security of candidate data.

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  • Artificial intelligence, metaverse… what are the challenges for recruitment?

    Coworkers with VR glasses working - AI & Metavers - Recruitment challenges - Pearson TalentLens

    If artificial intelligence (AI) is already very present in our daily lives (GPS, playlists, targeted advertisements) and is gradually becoming more popular thanks to tools such as ChatGPT, the metaverse is still in its infancy. These new technologies, which have enormous potential for development, are gradually being integrated into companies for human resources management, and, in particular, recruitment. What are the possibilities offered by these new algorithms? Do they help to recruit better? If so, will they eventually replace recruiters? 

     

    What do we mean by artificial intelligence (AI) and the metaverse?

    These technologies, which are increasinly become part of everyday and work life, each have very distinct uses.

    Artificial intelligence

    Artificial intelligence is a set of technologies, computer programs capable of simulating human intelligence from data provided to it. ChatGPT, for example, is a chatbot tool that uses generative AI: it produces content from the information fed by users and must be constantly fed. This allows it to generate structured content that mimics dialogue. However, to obtain reliable results, it is essential to train the tool with precise queries and direct it towards the desired objectives to improve  reliability.

    The metaverse

    The metaverse (from the English metaverse), contraction of “meta universe”, literally means the universe beyond. More precisely, it is several digital universes which evolve in parallel, because, currently, it is not yet possible to communicate from one virtual world to another. This 3D universe is often a combination of two technologies: virtual reality and augmented reality. We enter the metaverse through specialized platforms, with a virtual reality or mixed reality headset, and, for more immersion, virtual reality glasses, shoes and/or haptic gloves. Users, via avatars created by themselves, can lead a virtual existence, buy a home, decorate it, meet their neighbors, etc.

    Frequently used in video games, companies also use it for different purposes, in particular to innovate their recruitment practices.

     

    What roles can AI and the metaverse play in recruitment?

    Both artificial intelligence and the metaverse should be considered as tools that can be of benefit to organizations, in particular to meet recruitment objectives.

    Facilitate sourcing

    Searching for candidates on job platforms is very time-consuming for a recruitment manager. However, semantic analysis carried out via artificial intelligence greatly facilitates the selection of candidates and allows the recruiter to save significant time in sourcing. AI is one particularly effective sourcing tool in the event of large recruitment, since it is capable of quickly analyzing thousands of CVs. The broad field covered by AI allows you to detect applications containing the keywords present on the relevant job description and/or the job offer. Thanks to matching, sorting CVs is made easier and allows recruiters to easily build up a talent pool. Using the metaverse also saves time during the pre-selection stage, for example by eliminating the telephone interview. In addition, it is possible to organize group interviews or virtual job dating in certain hiring processes, provided that the candidates are equipped with a headset.

    Automate time-consuming tasks

    If sourcing is made easier, it is also thanks to the automation of time-consuming tasks, such as the distribution of offers on job sites, from the ATS (Applicant Tracking System, recruitment management tool, monitoring of candidates among other things). For companies that need to recruit many employees, AI algorithms have become essential to automate and personalize a response to receiving a CV or a spontaneous application, as well as an invitation to a job interview. This also allows the sending of personalized emails to each candidate and facilitates the monitoring of applications at each stage of recruitment.

    Help with writing

    More and more recruiters are using AI to write their job offers, personalize them by highlighting the company culture, as well as to describe the desired job profile and highlight the required skills. ChatGPT can thus increase the readability of advertisements and adapt their form to different social media, which also makes it possible to reach certain passive candidates. For their part, job seekers also use ChatGPT to write their cover letter.

    Evaluate skills

    Video games and virtual reality are part of the recruitment techniques used by HR managers to simulate situations allowing candidates to be evaluated on, for example certain personality traits. Behind an avatar, candidates would have more spontaneous reactions. Regarding skills assessment in general, recruitment professionals may well consider conducting interviews with candidates in the metaverse, which may or may not be a copy of the company's premises. This new technology makes it possible to organize scenarios that are difficult or impossible to implement in reality: diving into the heart of the ocean, flying in a helicopter, going into space, open-heart surgery, etc. It can be enriching to have applicants meet there to observe their reactions and identify the candidate who best fits the position to be filled.

    Optimize the candidate experience

    Some companies already offer virtual tours of their premises. An asset for optimizing the candidate experience. A total immersion visit allows a future employee or candidate to understand the company culture more precisely, and, facilitate onboarding. Regarding AI, chatbots, for example, also help improve this experience by responding to certain expectations of the candidate and the questions they may ask about the application procedure and the recruitment stages.

    Promote the employer brand

    As an indirect consequence, the use of virtual or augmented reality technologies makes it possible to attract profiles who may be reactive to these recruitment methods. Therefore, a start-up looking to recruit an IT expert has every interest in integrating this technology into its talent acquisition strategy. In addition, by communicating these new recruitment methods on professional social networks such as Linkedin, job sites such as APEC and other recruitment channels, the company enhances its attractiveness to potential candidates. In addition, the innovative nature of these technologies can encourage the best profiles to apply.

     

    What are the opportunities and challenges of AI and the metaverse in recruitment?

    AI and/or the metaverse represent strong added value for companies, and specifically in the field of recruitment. However, they still face some challenges, hence the importance of knowing these tools well.

    Opportunities : 

    • You save time! Some groups or multi-site companies use virtual reality to organize their work meetings. In the same spirit, the metaverse can serve as a means of recruiting a new employee internationally, thus saving travel and time.
    • Parsing technologies (analysis of CVs in paper and digital format to integrate the information contained in recruitment software or ATS) and matching ( identification of skills, experience and qualifications which correspond to the profile sought for a position particular) also facilitate the work of a team of recruiters, by making it possible to select the candidate who best suits the position to be filled and therefore to recruit effectively.
    • If the company wishes to recruit executives, managers or young graduates, it can quickly find employees who are immediately operational.
    • AI makes it possible to automatically update content and data, which have a limited lifespan on the web.
    • The metaverse makes it possible to simulate the working environment and technical constraints, to reduce certain risks. This represents a real asset for a recruitment manager, who is looking to reduce hiring errors and costs linked to poor recruitment.
    • These new technologies have the advantage of allowing the recruiter to expand international recruitment, with distance or language no longer being obstacles.

    THE challenges to overcome:

    • AI presents a risk of standardizing profiles and recruiting clones: generative AI in fact learns from the data with which it is fed. If they look similar or a recruiter often enters the same keywords, atypical profiles risk being excluded from the results.
    • The quality of the data provided, the lack of regularity in machine training, or even poor formulation of the query can lead to distorted results. Thus, it is often necessary to try several times to obtain a conclusive answer from ChatGPT. This is why it is essential that users are trained beforehand.
    • Users may encounter security and personal data protection issues, as the GDPR does not apply in all countries outside Europe.

     

    AI and metaverse: a solution to overcome recruitment difficulties?

    In a tense job market, the company must stand out from its competitors to attract candidates and find concrete solutions to remedy its recruitment difficulties.

    An innovative recruitment method

    The use of these innovative technologies such as AI and the metaverse boosts the employer image and can attract new talents, provided it is not just an empty shell. This innovative recruitment approach optimizes the candidate experience (role playing, total immersion in virtual reality, new sensations, etc.) and can make it easier to target shortage profiles. In addition, used for a first interview, these technologies save time and prevent a prospective recruit from going to a competitor.

    Expand the type of profile sought

    Generative AI can propose candidates different from those usually sought, depending on the queries and keywords submitted to it. But it is still the human who provides the data and the recruiter who issues requests based on his recruitment objective, at a given time. The machine is a simple performer. However, AI is capable of proposing candidates that the recruiter would not have considered straight away and encouraging them to recruit atypical candidates. A person hiding behind a unicorn-shaped avatar can match 80% of the desired profile. The company has the possibility of then training it via the metaverse! It is also a way of limiting discrimination in hiring. In addition, thanks to matching, the AI can spontaneously draw from the pool of applications received, which it itself helped to create.

    Impacts difficult to assess

    The impact of artificial intelligence on recruitment as a whole remains difficult to measure. The time saving is undeniable in automating the sorting of applications and in matching them with the job profiles to be filled. Furthermore in terms of travel and the organization of interviews, and even in the implementation of the evaluation. However, all this requires engineering by recruitment specialists, as well as the definition of KPIs (Key Indicators Performance) to monitor and determine the return on investment (ROI) of these technologies, in relation to the processes. “classic” recruitment methods.

    AI, metaverse VS recruiter?

    Are the new algorithms intended, in the long term, to replace the recruiter? Are physical exchanges set to disappear? If the metaverse is a space conducive to role-playing, it is often reserved for pre-selection interviews. As for the job interview, it still takes place, more generally, face-to-face. The use of the metaverse as a recruitment tool is still anecdotal, compared to the solutions offered by AI. However, it is important to remain cautious and carefully regulate the uses made of it, while ensuring the quality of the data available.

     

    AI, metaverse and psychometric tests: complementarity

    Recruitment solutions are numerous and depend on the defined recruitment strategy.

    Diversified means

    Recruitment by direct approach (recruitment of managers or rare profiles), co-optation, internal mobility, new recruitment methods (AI, metaverse etc.), there are multiple ways of recruiting. But there is no universal recruitment solution that will help you find the ideal candidate. Often, the person who takes care of recruitment (consultants, human resources department, recruitment firms) uses complementary recruitment methods and tools which have their place at this or that stage of the recruitment process.

    Psychometric tests and virtual reality

    If the face-to-face job interview remains essential, the psychometric tests dedicated to recruitment allow us to know the candidates in depth, based on declarative items, while the simulation of real situations, in the metaverse or elsewhere, allows you to visualize the reactions of applicants and to evaluate soft skills more precisely. Psychometric tests, such as the SOSIE 2nd Generation - personality and values inventory and/or the DAT™ NEXT GENERATION intellectual aptitude tests precisely assess the skills of candidates, provide information on their potential and are excellent predictors of job performance.

    The metaverse is effective in its own way for evaluating the candidate on the technical skills specific to certain sectors of activity, thanks to situations similar to the reality of the professions (catering, maintenance, industry, etc.).

    Thus, whatever the tools, the metaverse and psychometric tests are complementary to “increase” the quality of the evaluation.

    Cognitive biases

    When used well and supplied with reliable data, AI makes it possible to create a pool of candidates without discrimination. It is therefore reasonable to believe that the combination of artificial intelligence technologies and scientifically designed psychometric tests would eliminate any risk of cognitive bias in the recruitment of talent.

     

    Thus, used wisely, AI and the metaverse represent considerable help for recruiters. However, these tools are a thousand miles from being able to replace humans in their functions. Indeed, while they offer many advantages for decision support, they also have a major flaw: they do not know how to manage emotions. Human skills such as imagination, empathy, creativity, etc., among those required to perform a role in HR, still have a bright future ahead of them.

     

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  • How will AI influence the future of professional skills?

    Coworkers working on a project next to a computer - Impact of AI on professional skills - Pearson TalentLens

    Like the World Wide Web at one time, AI (Artificial Intelligence) is developing more and more in the business world. All areas of business are impacted, and its powerful technology is revolutionizing the world of work. For some of us, AI is seen as a threat, while others, on the contrary, view it as a great opportunity to transform our work "for the better". 

    One thing is certain: AI is changing us. To take full advantage of AI in your business sector, there's one golden rule: anticipate the skills you'll need to evolve your job and use your role as a human being as added value. 86% of respondents to a BCG X study believe they will need training to upgrade their skills [1]. What impact does AI have on professional skills? How can we best prepare for the growing integration of AI into the world of work? Here's how.t

     

     

    The potential impact of AI on professional skills 

    1. Automation of routine tasks: AI automates many routines, low value-added tasks, often characterized by repetitive, predictable and structured actions, freeing up workers' time to concentrate on more complex, creative and strategic tasks, where their human skills are required. 
    2. Strengthening analytical and cognitive skills: Professionals need to develop analytical skills to take advantage of AI's capabilities, interpreting the many results it generates. In an increasingly data-driven business environment, AI helps professionals develop critical thinking and problem-solving skills to make better decisions. Listening, humility, curiosity, open-mindedness and the ability to take a step back are personal qualities in high demand in this sense. 
    3. Increasing demand for social and emotional skills: The ability to collaborate with, understand and interact effectively with intelligent systems specific to AI requires professionals to have social skills such as communication, collaboration and understanding of mutual needs for better teamwork and conflict resolution. In addition, workers need to adapt quickly to new technologies and accept change. Emotional skills such as resilience, flexibility and stress management are expected for this.

     

    Key skills to develop for the new world of work 

    1. Analytical and problem-solving skills: It has become essential to be able to analyze data, identify trends and find innovative solutions to problems. 
    2. Creative and critical thinking skills: Developing original thinking skills to encourage innovation and critical thinking skills to step back and manage complex and novel situations is a priority. 
    3. Communication and collaboration skills: Perfecting written and oral communication skills, as well as the ability to work effectively in a team and manage constructive interpersonal relationships, is key. This can only benefit collective intelligence and better performance at work. 
    4. Adaptability and lifelong learning skills: It's important to be well prepared to adapt to technological changes and evolutions in the job market by adopting a lifelong learning approach. 

     

    Strategies to prepare for AI in the workplace

    1. Keep abreast of technological trends: It's vital to keep abreast of advances in AI and the fields likely to be impacted by this technology. 
    2. Develop transferable skills: Investing in general and transversal skills that can be updated and applied to different professional contexts can only be beneficial. 
    3. Take training courses and obtain new certifications: It's a good idea to strengthen your skills by taking specific training courses, obtain certifications and benefit from practical experience in the field of AI. 
    4. Network and learn from experienced professionals: Exchanging with experts in the field of AI to gather valuable advice and information is also recommended. 

     

    The world of work is undergoing a paradigm shift with the increasing arrival of AI in many industries. To take advantage of this, it's important to understand its scope and prepare optimally for its integration within the company. The human skills required for a job are not necessarily the same as before. Everyone can make the most of this changing environment by developing new key skills, useful for adapting to the evolution of their profession. The rapid progress of AI also requires a culture of continuous adaptation. In this sense, it's important for human resources (HR) managers to support employees in developing their skills throughout their professional careers and encourage continuous learning. In this way, employees will feel better supported in this ongoing transformation and the impact it has on their jobs.

     

    Optimize Your HR Process with Pearson TalentLens

    Learn how Pearson TalentLens psychometric assessments can help empower your recruitment and talent management processes with the right talent insights. Learn more about our talent assessment library or get in touch with us today to find out more. 

     

    [1] Study by BCG X, BCG's tech entity, on the impact of AI on jobs among employees in 18 countries across all industries and statuses https://www.bcg.com/publications/2023/what-people-are-saying-about-ai-at-work

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  • The Top 3 AI Solutions for HR in 2024

    Coworkers brainstorming at the office - AI solutions in HR - Pearson TalentLens

    Artificial intelligence (AI) has never been so much in the news. It is gradually gaining ground in all sectors, including Human Resources. According to Gartner [1], 81% of HR managers have explored or implemented AI solutions to improve the efficiency of processes within their organization. From recruitment to talent management, via HR data analysis, AI is making its way into the daily life of the HR function. Composed of algorithms capable of reproducing human behavior and intelligence, its rapid development is raising questions. Should it be hailed as a technological feat, or seen as a threat? Let's take a look at the top three AI solutions that HR professionals are likely to be using in 2024.

     

    1. AI in HR: a quick overview 

    AI is used by HR professionals in recruitment, talent management, performance analysis, training and other aspects related to people management. 

    More and more companies are adopting AI technologies to automate certain repetitive tasks, improve the efficiency and objectivity of their HR processes and make decisions based on advanced data. 

     

    2. The top 3 AI solutions for HR in 2024

    AI-based recruitment  

    AI is used in recruitment to automate the initial sorting of CVs and identify candidates who best match the specific criteria of a position. In addition to skills, experience and qualifications, AI cross-references and analyzes information on candidates from various sources to assess the relevance of their profile. 

    Tools

    Chatbots and virtual assistants are used to engage in conversations with candidates, answer their questions about the recruitment process, and gather information about their skills and qualifications. AI also uses predictive analysis to assess a candidate's likelihood of success in a given position. 

    Benefits

    Automating the recruitment process with AI enables HR professionals to save time when selecting candidates. They can focus on more strategic and human tasks, such as preparing interviews with carefully selected candidates. By using objective algorithms, AI also helps to reduce cognitive bias in the selection process.

    AI-based talent management 

    AI helps companies' HR departments to effectively manage and develop their talent. 

    Tools

    AI-based talent management tools help with skills assessment, performance management and employee engagement. For example, AI can recommend customized training programs that take into account employees' individual needs by tracking their performance and identifying the skills they need to develop. 

    Benefits

    By proposing individualized career and/or training plans, AI enhances the employee experience. This has a positive influence on employee motivation and commitment, resulting in improved productivity and talent retention.

    AI-based HR analysis 

    AI helps in the collection, analysis and visualization of HR data to make informed decisions. 

     Tools

    AI helps assess employee performance by analyzing quantitative and qualitative data, providing more objective feedback and identifying trouble spots and areas for improvement. Its predictive analysis helps to anticipate trends linked to personnel management, such as turnover rates, future recruitment needs, and factors influencing employee motivation and commitment. AI automates time management, attendance tracking, and facilitates the planning of work schedules, taking into account a variety of factors. 

    Benefits

    AI-based HR analytics promote a better allocation of resources within the company, serving better individual and collective performance. They will help retain talent and limit costly staff turnover, encouraging new hires when they are needed.     

     

    The impact of AI on HR practices 

    The overall aim of integrating AI into HR practices is to improve efficiency, accuracy, and objectivity, while enabling HR professionals to focus on more strategic and humane tasks.  

    AI quickly and efficiently processes large quantities of data, both real and predictive, rich in reliable information that can be utilized by HR professionals to make better decisions. Combined with the expertise of HR professionals, it helps to accurately reflect individual talent and full potential. It also promotes a more positive candidate and employee experience, supporting individuals to feel good about their roles and to flourish in them. 

    AI is not intended to replace the role of HR professionals. Human interaction remains vital and the very essence of HR’s function. Instead, AI aims to enrich, optimize and improve HR practices. It remains complementary to their expertise and to the tools already used within their role. Al should therefore be considered without fear, as one more asset that is indispensable to this profession, one that can offer new perspectives.

     

    Optimize Your HR Process with Pearson TalentLens

    Learn how Pearson TalentLens psychometric assessments can help empower your recruitment and talent management processes with the right talent insights. Learn more about our talent assessment library or get in touch with us today to find out more. 

     

    [1] https://www.gartner.com/en/human-resources/topics/artificial-intelligence-in-hr

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  • 5 Tips to Save Time on Recruitment with ChatGPT and BARD

    Woman sit at an office with a phone, pressing on a AI hologram - Pearson TalentLens

    In the competitive world of recruitment, companies are constantly looking for ways to streamline their HR processes and save time to be efficient. This is where cutting-edge AI-powered technologies such as ChatGPT or BARD can become invaluable. This blog post gives you 5 tips to help automate many of the tedious tasks involved in recruitment, allowing recruiters to focus on more strategic initiatives. Don't miss out our top 3 AI solutions that HR managers shoud use in 2024

    1. Revitalize your job offers  

    Writing job descriptions can sometimes be laborious, even more so when you want them to be different, convincing and attractive. AI (Artificial Intelligence) solutions such as ChatGPT or BARD can help you write more engaging, effective descriptions that highlight your company's culture and specific advantages. The benefits are twofold: attract more qualified candidates and improve the overall recruitment experience

    So how do you go about it? Provide the tool with all the information and instructions on the position you're recruiting for and ask it to write an impactful advert for you. Then make your choices from the suggested wording (ChatGPT, Bard) picking and choosing only the parts you like. In short, do your own cooking!

    2. Optimize your interview planning  

    Scheduling interviews can be a real logistical headache, especially when you have to deal with the agendas of several candidates and interviewers. ChatGPT and BARD can simplify this process for you by automatically scheduling interviews according to individual availability and preferences. The advantage? Save time and frustration and ensure that interviews are conducted in a timely and well-organized manner.   

    How do you achieve this? Integrate ChatGPT and BARD into your interview management system and provide the availability of candidates and interviewers. Intelligent algorithms analyze this data to automatically suggest compatible time slots, simplifying the scheduling in an efficient and automated way.

    3. Communicate effectively with your candidates 

    Interacting with potential candidates can be a time-consuming task. Use AI to craft dynamic, personalized contact messages. Whether you're responding to inquiries or conducting preliminary interviews, ChatGPT or BARD's natural language capabilities improve communication, enabling you to connect more effectively with candidates and speed up the early phases of the recruitment process. 

    How do you get started? Integrate ChatGPT or BARD into your candidate communication platform. By providing contextual information, these AIs can automatically generate personalized messages, facilitating interactions and speeding up the initial stages of recruitment.

    4. Ask the right interview questions  

    Preparing interview questions can be a time-intensive task. Generative AI enables you to speed up the process of creating questions and thus preparing for the interview. Your interview questions will be tailored to assess whether the candidate matches the company's values and expectations. 

    How do you do it? Provide ChatGPT or Google's BARD with key details about the position you are recruiting for and let them suggest a set of questions that could be asked during the interview to assess candidates' skills. In addition to the job description, don't hesitate to provide information about the company's culture. This will enable AI to generate questions that assess candidates' cultural fit.

    5. A smooth onboarding experience 

    A smooth onboarding experience is essential if new employees are to feel at home and integrate quickly into your company. By tailoring induction content to the role and experience of each new employee, you can significantly improve the quality of the employee experience right from the onboarding phase. A positive, welcoming atmosphere right from the start of their journey with your organization will remain a pleasant memory for them. And as the saying goes, "You only have to make one good impression".  

    So how do you go about it? Ask AI to help you generate personalized onboarding materials: welcome emails, training schedules, relevant company information etc.

    Optimize Your Recruitment Process with Pearson TalentLens

    Learn how Pearson TalentLens pre-employment and psychometric assessments can help empower your recruiting and hiring teams with the right talent insights. Learn more about our talent assessment library or get in touch with us today to find out more. 

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  • Why and How to Use a Personality Test to Recruit?

    HR manager shaking hands with candidate - Personality Test for recruiting - Pearson TalentLens

    Personality tests - an important tool in candidate selection and development

    With the development of remote and hybrid working, the behavioural skills of candidates have become very important. Companies are looking for employees with adaptability, those able to demonstrate autonomy and agility - soft skills that are not always easy to assess. This is why recruiters are choosing to use a number of tests, including test of personality. We explore what are the advantages of this type of test for the company and the candidate? How to use it in the recruitment process? 

     

    What is a Personality Test?

    A personality test is a test whose objective, through a series of questions, is to analyse the personality of an individual. Frequently used as a recruitment test, it more precisely evaluates the dominant traits of a person's character, their behavioural profile in the professional environment, and, sometimes, their motivations and values.

     

    Pearson TalentLens Personality Tests

    • SOSIE 2nd Generation: reference tool, it gives indications on the person's personality, values, ​​or sources of motivation.

    All our tests are reliable and comply with ethical rules. Each of them meets specific psychometric criteria, guarantees of their reliability: fidelity, validity, discriminating power. These professional tests can be used by psychologists, and human resources professionals; and some require training to be administered. They come in different formats: statements to classify, quiz, questionnaire.

     

    The Benefits of Using a Personality Test for Recruitment

    In the context of recruitment, the personality test has many advantages, both for the company and for the candidate.

    Objective Interview

    Personality tests allow you to go beyond the written application and discover personality traits that do not appear on the CV, before or after an interview. Through these types of tools, the evaluation of the personality of a candidate is refined. For example, you could check if an aspect of the personality would not be appropriate for the role, or on an area which you have doubts. 

    Another advantage of having a personality test is to eliminate cognitive biases, which makes recruitment more objective. It avoids recruiting based on simple intuition, which can be misleading. Finally, thanks to standardised tests, candidates are evaluated fairly.

    Give All Candidates a Chance

    With the acceleration of digitalization and the appearance of new professions, certain technical skills (hard skills) quickly become obsolete. As a result, behavioural skills are increasingly valued because they contribute to the performance of the company. In fact, it is essential to be able to evaluate them, which, in addition, has several advantages:

    • Inclusion: Used to measure soft skills, the personality test promotes more inclusive recruitment by giving less qualified candidates a chance. In addition, with more or less equal technical skills (hard skills), the candidate whose soft skills are most in line with the profile of the open position is more likely to be selected.
    • Diversity: A personality questionnaire helps to detect different personality types among candidates, which avoids recruiting clones and makes it possible to build harmonious and rich teams with varied profiles. By understanding what type of psychological profile each candidate belongs to, the recruiter can overcome his prejudices and diversify his recruitments by being more inclusive. This diversity is an essential criterion because it is also a source of innovation and performance for the company.

    Ensure Candidate is in Line with Profile & Values

    If the personality test provides information that helps to objectify the job interview, it also helps to identify the personality profiles that best match the position.

    • The ideal profile for the position: The tests help to identify the candidate's personality based on criteria that are difficult to observe in the interview. For example, in jobs in the social sector, empathy is often a prerequisite, which a personality test is able to identify immediately. Similarly, to recruit a salesperson, the test can help you find the right profile for your company: an outgoing personality type, a dynamic personality, with an aptitude for communication, while being able to listen enough to analyse customer needs.
    • Synergistic values: The fact that a candidate theoretically has the necessary skills to fill a position is not enough to recruit him. Indeed, it is necessary to determine his profile and his personality at work, in order to verify that he corresponds to the company culture and that he will be able to integrate well.

    Data-Driven Talent Decisions

    By identifying the profile that best corresponds to the open role, this type of test reduces the risk of recruitment errors, and the cost they imply for the company. If you are looking for a specific personality type, tests before the interview will save time during the candidate screening stage. You can then complete follow the tests with a discussion on the results, particularly focusing on certain dominant traits of the candidate's personality.

    Improve candidate experience

    Taking a personality test also has certain advantages for the individual applying. Indeed, the report allows him to get to know himself better, even to discover character traits that he did not suspect. Sometimes the result is stunning for a candidate, as it can accurately reflect their personality and confirms what the person already knows. Knowing themselves well allows the candidate to work on how to present themselves and, if they join the company, to pay attention to their “weaknesses”.

     

    How to Integrate it Into Your Recruitment Process?

    Recruiters can use the personality test in two ways:

    • Before the interview: the personality test facilitates the pre-selection of applications since it provides additional information to refine the initial analysis of CVs. This step is particularly recommended for volume recruitments because it saves time. If the test results correspond to the profile sought, the recruiter can rely on the report, during the interview, to deepen the dimensions of the candidate's personality.
    • After the interview: the recruiter uses this type of test to refine his judgment and complete his first impression, to better understand the personality of the candidate and therefore confirm or invalidate the personality elements put forward previously. When the personality test is carried out after the first interview, it is often followed by a second interview during which the recruiter presents the results and uses them to encourage the candidate to develop certain personality traits.

    Inform the Candidate

    Organizations using assessments for recruitment should follow best practice guidelines set out by responsible bodies such as the British Psychological Society. Candidates should be informed of the nature of the test, how their results will be used and who will have access, and how long their results will be retained for. Any tests should also be delivered by an appropriate professional with the relevant training for the test being offered.

    Provide Feedback

    Test results should be kept confidential within the company but passed on to the candidate. In practice, they are generally communicated during a feedback interview and are accompanied by a report containing a personality assessment. A tool for dialogue between the candidate and the recruiter, the personality test also represents an aid to assessment and recruitment. Thus, if the company decides to retain a candidate despite certain weak points regarding the position sought, it can inform future onboarding and coaching plans.

     

    Unlock the Power of Psychometrics with Pearson TalentLens

    With the right strategy and tools, you'll empower your talent acquisition teams to make the right hiring decisions. Want to see how Pearson TalentLens can work within your hiring process? Learn more about our talent assessment library or get in touch with us today to find out.

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