Using Testing To Identify Top Talent

Amanda Davies

at The FIRM

May 2014

Using Testing to Identify Top Talent

• Today• Assumptions v Intuition v Judgment • What’s going on with assessments• Case Studies• What to do and what to avoid• Discussion

Would you hire them?

• Academic/ teacher• Science background• Home owner• Married 2 children• Reserved demeanour

Would you hire them?

What assumptions do we make?

• GROUP EXERCISE• Stuff: Car, Pets, Education, Partner, Hobbies, likes/ dislikes• Character: Loud/ quiet, detail orientated, strategist, trustworthy,

chatterbox, sense of humour, calm, emotionally visible, diva• Skills: literate, sciences, whiz with Excel, spelling, typing speed • Projection: You remind me of ______so I think that _______ Your experience is in ________so I assume that ___________• Future: I see you going _________

What’s Changing in Testing

• Popular assessments unchanged• Cloud based, instant access• Human contact replacement?• Part of a joined up process• Pre-screen and self-select out• Wider thinking• Integration with ATS and careers page

Case Study (what to do)

Case Study (what not to do)

• Online application• 4 x tests at application stage • Completion optional• Assessments printed and given to Team Leader• No benchmarks• Attraction issue

Case Study (what to do)

Top Tips & Things to Avoid

• Travel your candidate journey • With assessments explore the best delivery platform for your business• Set your own benchmarks• Use assessments to avoid assuming• Look at recruitment tech integration• Do not rely on one tool alone• Avoid using assessments as a replacement for human contact• Do set relevant exercises but don’t overload applicants• Use behavioural profiling as a development tool

The company we keep

Discussion

@AmandaJDavies01 or @ISVSoftwareLtd

adavies@isvgroup.com