"Pearson TalentLens' psychometric tests are the benchmark in the market. We can only recommend them."
Béatrice Beuillé,
HR Project Manager, Talent Acquisition in aeronautics industry at Liebherr-Aerospace Toulouse.
Within the Human Resources Department of Liebherr-Aerospace Toulouse SAS, an entity of the Aerospace and Rail division of the international Liebherr group, Béatrice Beuillé is in charge of recruiting future employees for all engineering, support and production professions. She uses psychometric tests for candidates selected at the end of the recruitment process and testifies to the benefits of using them.
A major player in the aeronautics and aerospace sector with an increased need for recruitment
Liebherr-Aerospace Toulouse SAS designs, manufactures and maintains all air systems installed in aircraft: from engine air sampling to cabin air distribution, wing anti-icing and cabin pressurization. These innovative systems are in demand by civil and military aviation all over the world and are used in commercial aircraft, business jets and helicopters.
The company is also expanding its activities in the new generation of fuel cells and in thermal management systems for satellites.
To meet the challenges of the carbon-free aircraft, Liebherr-Aerospace Toulouse is regularly increasing its workforce. Around a hundred positions are to be filled in 2025 at its Toulouse and Campsas sites for engineering, production and supply chain professions.
The use of psychometric tests in a dynamic and attractive recruitment process
Within the Human Resources Department of Liebherr-Aerospace Toulouse, I am in charge of recruiting for permanent positions for our future employees for all engineering, support and production professions.
For the past 2 years, we have internalized our recruitment of executives for the engineering and support functions. The objective was to set up a dynamic and attractive recruitment process that meets the demanding criteria of the aeronautics industry.
We use personality and intellectual aptitude assessment tools for candidates selected at the end of the recruitment process.
Valuable decision-making tools
Pearson TalentLens' psychometric tests are the benchmark in the market. We can only recommend them.
We use:
- The SOSIE 2nd Generation personality inventory for an in-depth assessment of candidates' personality traits, values and motivations;
- The DAT™ Next Generation Intellectual Aptitude Tests to measure key skills and the development potential of candidates, as well as the Watson-Glaser™ III to assess their ability to use critical thinking, which is essential for decision-making.
These tests make it possible to assess the match between a candidate's values and those of the company, measure the skills expected of the position and also provide information on the candidate's development potential. They identify their strengths and risk areas. They provide us with relevant information on how they operate. This is valuable information for HR and managers.
We use them at the end of the recruitment process as decision-making tools for our short-listed candidates. A summary report is presented to the selection committee by the Recruitment Officer to the managers and the sector HR manager to inform which candidates should be selected for the position.
A considerable time and money saver
The internalization of our executive recruitment has allowed us to shorten our recruitment times. By administering the tests ourselves, we also save HR and manager’s time. The work of analysing the test results by the Recruitment Officer remains an additional workload, however it is necessary in order to ensure very detailed feedback is given to the candidates.
To get the most out of the tests, it is important to take the time to train yourself in their use and to practice them regularly.
An enhanced candidate experience
The feedback we get from candidates on taking these tests in our recruitment process is positive. Candidates are often surprised by the results and recognize themselves in the answers provided. Psychometric tests are also an excellent way to initiate a high-value exchange with candidates during the interview.