Tinder, in case you don’t know, is a well-known app whose function is to put people in contact with each other who are looking for a romantic partner. The process is simple: you (the recruiter) register your personal information and define the qualities that the person you are seeking (the candidate) should have: age, education, physical constitution, hobbies, etc.
The challenge faced by this amateur headhunter is not so much to prevent the potential love of his life from slipping away, but to ensure that the white horse on which the postulant is galloping does not fade.
This process of exploration has two sources of information: an objective one, easy to contrast once in front of the respondent, and a more subjective one, which is articulated around the negligence of functions: “Time will tell”.
A recruiter is still someone with a need that only a person with certain characteristics can satisfy.
…And time tells; and little by little it brings to the surface some virtues or defects previously hidden that will write the most beautiful love story or another of disturbing thriller. Such is selection without method: uncertain, confused, biased.
Recruitment processes share many similarities with finding the love of your life, however, let me tell you that the success rate of the latter is much higher, especially when you do things with a system.
A recruiter is still someone with a need that only a person with certain characteristics can satisfy. Sound familiar? So far, so much the same, just like on Tinder. Nothing new.
Psychometric tests are the best ally to clearly predict what our candidate will be like once he becomes a worker.
This person who presents himself with a resume tells us that he is a certain way, that he has done this and that, that he is motivated by whatever and that he is desperate to find something that we can give him. He also leaves us his portrait. All the same as Tinder, nothing new on the frontline.
At this point, and in the business world, it can be a bit risky to trust the rest to “time will tell”, so we must adopt a method that allows us to know right now who we are going to have in our team after a certain period of time.
In order to be reliable and therefore useful, selection processes or talent identification processes, as you prefer, must convert underlying subjective information into objective evidence, free of biases, prejudices and intuitions, in order to be reliable and therefore useful.
This is where assessment tests, psychometric tools, come into play, whose function is to trigger mechanisms that now bring to the surface what is destined to become visible over time.
Psychometric tests are the best ally to clearly predict what our candidate will be like once he becomes a worker.
Let Tinder find you a match, but when it comes to finding workers, choose science-based tools, and let time say nothing.