Testing the waters of recruitment

Using a variety of psychology-based tests can streamline the recruitment process.
By Ben Baldwin and George Baldwin
|CHRR, Guide to HR Technology|Last Updated: 03/30/2001

An organization with a unique corporate culture that is able to select people who fit that specific culture (soft skills) will have better performers and a higher retention rate.

So-called “soft skills” relate to an individual’s specific work-related personality and interests, what motivates them, while “hard skills” refer to items such as education, past experiences and qualifications.

Quantifying “soft skills” is a vital component of the recruitment/ selection and succession process — and quite often the most time consuming and expensive. It is so costly because, traditionally, it is introduced later in the selection process (after all the hard skills-based advertising and screening), it is very time-consuming (the cost of having a manager sit across from a recruit) and mistakes are easier to make (interviews and “gut feels” are not great predictors of future success and are not easily scalable). Even the Internet has not been able to improve the situation very much.