Matt Stevens of TalentLens UK looks at the difference in popularity and effectiveness of candidate recruitment methods.
As the below charts illustrate, recruiters face a high amount of choice when deciding how to distinguish between candidates. There are a large range of approaches, varying in their appropriateness and adoption levels. As the below charts adapted from work by Schmidt & Hunter (1998; 2006) illustrate, there are several disparities between usage and integration.
In this time of accelerating change, with the end user's requirements firmly in focus of the myriad of recruitment solutions for organisations to choose from, the level of popularity vs. effectiveness of recruitment methods debate will endure.
However, what cannot be disputed is that amongst other benefits, appropriate ability and personality assessments save recruiters' time, reduce hiring costs and most importantly, provide an extremely reliable prediction of workplace task performance whilst revealing an individual’s likely fit to an organisation.
The combination of measurements, especially when incorporated within an assessment centre format, can enhance the process, thus providing a powerful indicator of candidate suitability.