Why Your Gut Feeling Isn’t Good Enough Anymore

In Recruitment, screening the candidate’s skill, personality and their adaptability to the company’s culture is undoubtedly important. In this competitive business world, not only the employees are seeking the best opportunity, the business firms are in tremendous need of hiring the smart brains too.

If your objective is to hire only the best resources, then your recruiter shouldn’t hire based on Subjective Analysis. When the recruitment happens based on clever assessment methodology and smart screening tools, the likeliness of the desired output is definite. There are lots of ways to assess a candidates’ technical skill and, it is not very complicated to measure one’s technical knowledge. But, just a technical knowledge is not the whole of it. A candidate’s personality, attitude towards designated responsibilities and adaptability to company’s culture are other equally important elements. In fact, in the age of e-recruitment, industry experts use modern day tools and techniques to improve the efficiency of the recruitment process.

Psychometric Analysis is one amongst the best and smartest way of assessing candidates. With this Psychometric testing, we can measure aspects like intelligence, personality, attitude, critical reasoning, and many more. The result of the Psychometric analysis gives a clear idea of whether a candidate is suitable for the role or not. In fact, recruiters favor Psychometric testing as part of their recruitment process as it helps to secure the best fit for the role.

Unlike facets such as education, talents, experience, appearance, and promptness, the behavioral traits and personality of a candidate are challenging aspects to assess during an interview. But, we can easily address these challenges with Psychometric Analysis.

Consequences of Subjective Analysis in Recruitment:

Recruitment based on assumptions, beliefs, opinions, influenced by emotions and personal feelings are often subject to wrong hires. Below are a few of the consequences a business might face in case if they adopt Subjective Analysis in recruitment.

• According to the research report, about one-third of the new hires quit within the first six months and the hiring decision was based on first impressions and gut feelings. Hence it is slightly proven that just an instinct and education and experience profile isn’t all enough to make a hiring decision.
• The costs of making a bad hire are many: risks involved with brand reputation, lost prospects, the cost of replacing a bad resource, and the stress that each of them creates for each other and many more.

Therefore, to make the best hiring decision and to attain better recruitment results, recruiters should rely on data but not on gut feelings.