Talent acquisition can be a time-consuming process, especially reading through numerous cv:s and cover letters to screen your candidates for the best person-job fit.
– A traditional recruitment process requires a lot of manual handling, takes time and is influenced by our subjectivity. A scientific study shows, among other things, that relying on the number of years of work experience is not a good predictor of a candidate's future job performance. It says nothing about the candidate's personality or problem-solving ability, says Mattias Lowebrant, licensed psychologist and Key Account Manager at Assessio.
He highlights the advantages of incorporating both personality and aptitude assessments early in the recruitment process. This approach provides employers with a comprehensive view of a candidate's capabilities and potential for success. By evaluating both personality traits and problem-solving abilities early on, employers can more accurately determine a candidate's fit for the role and predict their likelihood of success.
Another benefit of early assessment lies in supporting internal mobility, particularly within larger organisations. Testing all new hires ensures a baseline for strong job performance, facilitating smoother transitions if employees move to different roles internally in the future.
"You win an objective, equal and fair recruitment process where everyone competes on the same terms regardless of origin, sexual orientation, gender, religious belief, and more."
– MATTIAS LOWEBRANT, REGISTERED PSYCHOLOGIST AND KEY ACCOUNT MANAGER AT ASSESSIO
Effective and inclusive recruitment
Assessio offers a world-leading personality assessment tool, MAP, based on the Five Factor Model. This tool enables you to streamline your recruitment process while providing equal opportunities for all candidates.
For those seeking a scientifically grounded personality assessment, the Five Factor Model is a robust, research-backed framework. It evaluates key traits: conscientiousness, emotional stability, extraversion, openness, and agreeableness. In essence, a personality test like MAP uncovers behaviours that are most natural to a candidate. Complementarily, an aptitude test assesses a candidate's adaptability and ability to tackle complex tasks.
– “If you're looking to optimise time in early recruitment stages and need to focus on core competencies, an aptitude test like Matrigma can be an effective choice,” explains Mattias Lowebrant. “Matrigma scores indicate a candidate’s ability to learn rapidly, adapt, and seamlessly transition into new roles. Higher scores suggest agility and a strong sense of situational awareness, whether it involves mastering a new system or effectively performing hands-on tasks.”
– He further adds, “A lower score doesn’t mean a candidate lacks problem-solving ability; it simply indicates that they may benefit from more structure, time, and support.”
Identifying the right potential
Matrigma, Assessio’s premier aptitude assessment, measures a candidate’s general cognitive abilities, offering predictive insights into their potential success in future roles.
For even more comprehensive insights, combining Matrigma with a personality test like MAP enhances the accuracy of predicting a candidate’s suitability.
– “Our cognitive abilities help us leverage our unique strengths appropriately while managing our challenges,” says Lowebrant. “This alignment of aptitude with personal traits allows candidates to perform optimally in their roles.”
Building an equal and fair recruitment process
Assessio supports organisations in creating equitable recruitment processes. By using objective, research-based assessments, employers can ensure that every candidate is evaluated on consistent and fair criteria.
– “With objective assessments, you establish a fair recruitment process where all candidates compete on equal footing, regardless of background, gender, sexual orientation, or beliefs,” says Lowebrant. “Early-stage testing helps identify candidates with the strongest potential for success, significantly streamlining the process. Sending out assessments is efficient, providing invaluable insights that help guide further steps, like interviews.”
Beyond efficiency, this approach positively impacts organisational outcomes and employee well-being.
– “Objective, behaviour-based hiring improves overall performance and results. When employees exhibit behaviours aligned with organisational values and goals, it fosters a high-performing, supportive workplace culture,” concludes Lowebrant.
