Pre-employment testing is a method used widely by businesses to find out applicants’ suitability for a given role. Tests vary from technical to psychometric, ‘day in the life’ job previews and a whole variety in-between – depending on the type of role the business is recruiting for.
So, what’s the best approach? To test, or not to test? That is the question.
According to research by LinkedIn, approximately 65% of the global workforce was classed as passive candidates in 2016.
What defines a passive candidate? In short, someone who isn’t actively seeking a new role. LinkedIn expands this into three categories: “Passive means someone is thinking of changing jobs, not looking but would be open to discussing one, or not interested in chatting about any new jobs”. Such a large proportion of the global workforce raises the question – how do you attract passive candidates into a new role?
“Individual commitment to a group effort – that is what makes a team work, a company work, a society work, a civilisation work.” Vince Lombardi
There’s plenty of clichés out there about the importance of teamwork (‘There’s no I in TEAM’, ‘Together Everyone Achieves More’, etc.), but seriously, they’re not wrong!
Groundhog Day – if you’re unfamiliar with the classic Bill Murray film, it’s about a man who relives the same day again and again…and again. While others around him are blissfully unaware of the cycle, he’s stuck on a never-ending wheel of repetition.
Competing in the employment process is an absolute pleasure. Not only do you sit back with the feeling of a job well done but you have the second, even more satisfying feeling that you have added a key element to your team.