2 ways to test candidate personality and intelligence before you hire

  • Post published:23/03/2022
  • Reading time:5 mins read

Jigsaw HandsCan you picture this? A candidate like a jigsaw puzzle. A human being put together by many different shapes and forms of puzzle pieces.

But imagine for a second that you only have one single puzzle piece and are asked to guess what the complete jigsaw puzzle picture is.

Likely an impossible task, wouldn’t you say?

  • Assessing a candidate’s profile to determine the fit to your hiring needs is not done by just reading a resume once.
  • It’s not done by just one telephone screening and nothing else.
  • It’s not done by a short or one-time in-person interview.
  • It would certainly be a risk to decide whether to hire, or not, if the only thing you did was call a previous employer for a reference check.
  • It’s not one of two activities but a combination of many to determine the candidate’s match.

So, we can all agree that in a hiring situation, the objective must be to get as many pieces of the candidate on the jigsaw puzzle board.

The more pieces you can get on the board the easier it is to get a clear picture. And you have improved significantly the quality of your hiring decision.

Two of the most important and relevant big “jigsaw puzzle pieces” that you can and should be using when you hire people is measuring personality, work behaviour, and cognitive skills. Both will cost somewhere between 200 baht to 2,000 baht per person (USD 6 to 60).

With that low investment, considering the relatively big impact and help they will give you, it’s really a no brainer.

Decide on the purpose of testing before you buy

Think of the different applications for a hammer and a screwdriver. Most of us know which one goes best with a nail and which one with a screw.

When it comes to choosing the correct assessment tool, I often see companies using a hammer and a screw – when a screwdriver for the screw would be the right combination.

So what are you using in your organization to improve hiring decisions?

Ask yourself this question

QuestionDo you know the difference between these three assessment types?

  • Normative
  • Quasi Ipsative
  • Ipsative?

If you do not, you definitely run the risk of shopping for the wrong tool to assess candidates and applicants you want to hire or your employees you consider promoting?

HR- and Hiring Managers: book a 15-minute appointment

I’m a certified practitioner of one of the world’s leading tools in psychometric assessments.

Let me give you the reasons why you need to follow the global trend of companies using these advanced AI methods.

According to Harvard Business Review, 76 percent of organizations with more than 100 employees rely on assessment tools for hiring. And is expected to climb to 88 percent.

Contact UsDon’t ignore the trend. Do not sit on your hands doing nothing about it? Do not procrastinate by delaying your action because you know there will be negative consequences for doing so.

Access my calendar and book a 15-minute meeting. Click and make an appointment.

Tom Sorensen

Tom Sorensen is an executive search veteran with over 25 years of experience recruiting in Asia, Europe, and Africa. He has worked in executive search in Thailand since 2003 and is recognized as one of the country’s top recruiters and most profiled headhunters.