Why Do So Many Candidates Look Good on Paper But Fail in the Role?
Even the most impressive CV can lead to a costly mis-hire. Discover why good hires often turn out to be a bad fit, and what you can do to stop it happening again.
Humanostics UK Webinar – How To Optimize Your Talent Strategy In 2023
Reading Time: 4 minutes
If you are planning on making a hire within the next 3-6 months, you don’t want to miss this!
Alison Walker, Founder at Walker Fairway, Andy Grant, Director at Blue Marble Recruitment, and Dave Crumby, Founder at 360 Talent Solutions tackle the biggest challenges in talent recruitment, development, and retention. Dave covers the biggest challenges the private sector currently face in recruitment, whilst Alison shares how to develop and retain the best talent for the public sector.
Watch it now:
The Biggest Challenges In Recruitment
Dave Crumby has spent the last 10 years supporting life science companies to grow their teams in the UK and across Europe. Dave has worked with companies ranging from Start-Ups right through to Fortune 500 and has supported some household names you might be familiar with such as Moderna and Johnson & Johnson.
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To find out what his clients biggest challenges currently are, Dave conducted a series of surveys on LinkedIn. The 2 highlighted below were by far chosen as the biggest challenge:
- Reducing time to hire.
- Skill shortage
When speaking with hiring managers and HR professionals, they share their frustrations as their current recruitment processes are taking on average 3 months … with some roles being open for up to 6 months:
- The UK average for time to hire is currently almost 2 months.
- This is a worrying statistic as most candidates lose interest in a hiring process after only 2 weeks.
It’s important to note that it is not just the life science industry that are highlighting these 2 challenges. The same challenges are being echoed across all industries in the UK.
Watch the webinar to learn how Dave analyses two case studies to illustrate how measuring more data earlier in your recruitment processes can save you time and money. To make better hiring decisions in 2023 and beyond, Dave recommends the use of assessment tools such as behavioral assessments as they have higher predictors of future performance compared to traditional screening methods.
The Biggest Challenges In Developing And Retaining Your Best Talent
Alison Walker brings 30 years of public sector experience, supporting the NHS, central government, and local government with change management, organisational development, and organisational digitisation.
Alison addresses the major skills shortages within the public sector and how the increasing workloads and lack of learning opportunities are pushing individuals and teams to their limits. With the changing demands of leadership, there is a growing need to better measure and assess the soft skills of future roles.
Alison discusses how incorporating assessment tools such as behavioural assessments can help to build stronger teams and better leaders, whilst providing the framework for a common language to be used by key stakeholders.
What is a Behavioral Assessment
People have drives, which create needs and your behaviour is in response to these needs. So, if you only see behaviour, you are guessing someone’s drives needs. If you measure drives, you can better predict someone’s needs and behaviour.
The PI Behavioral Assessment™ (PI BA) is a science-based framework that maps personality in four motivational drives. The drives and their relation to each other constitute a person’s behavioural pattern and ultimately help you understand the underlying needs and the associated behaviour.
The PI Behavioral Assessment™ (PI BA) is more than a recruitment tool. It will help you to identify candidates who will be motivated and thrive in a given role.
Why use Behavioral Assessments
To make the best hire, you need to go beyond the traditional screening metrics and measure more earlier such as:
- Motivational drives, attitudes and values, and cognitive capacity.
Candidate assessment tools such as DISC, Hogan, and Predictive Index provide a panoramic insight by measuring what is beneath the surface.
When it comes to predicting future performance, technology is key:
- Education, years of experience, and references all have low predictive value. Yet, we rely on these for screening early in the recruitment process.
- Cognitive and Behavioural Assessments, have much higher predictive value, and when combined with interviews, provide the most effective method for predicting future performance.
For me, hiring without the use of psychometric assessments is like trying to put together a jigsaw puzzle with pieces missing … and no picture on the box. It’s not fun, it takes longer, and when you are almost finished, you realise you have pieces missing.
Take the assessment today and start measuring more to improve your recruitment.
Dave Crumby
Founder at 360 Talent Solutions
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