Improve Your Bottom Line with Job Applicant Pre-Employment Screening
In an unpredictable economic climate such as ours, did you know that up to 80% of new businesses fail each year in South Africa? While finances and lack of marketing certainly have a huge role to play, employees are the real culprits. Yes, the crippling effects of the incorrect hire can send just about any small to large organisation to its death, which is why it’s of vital importance that businesses hire the right people for the job.
For any company its employees are its biggest assets and in such a time of economic uncertainty, it’s imperative that businesses surround themselves with as much certainty as possible. Previously the only way which an employer could judge the efficacy and potential of a candidate was through previous work experiences and qualifications. However, it’s not only education and experience that are important today. Yes, personality and conduct play an enormous role too, if not more. The truth is that everyone looks good on paper, but what about their personality, competency, commitment, work performance, camaraderie, loyalty, strengths, weaknesses and leadership traits? These are things that no curriculum vitae will ever tell you, which is why many businesses that are serious about their survival rely on job applicant pre-employment screening.
What Does Pre-Employment Screening Involve?
Once the domain of only large multinationals, today many small- to medium-sized organisations across the board have turned to job applicant pre-employment screening to improve their bottom line. Going beyond the standard background checks, such as credentials and experience, job applicant pre-employment screening brings certain objectivity to the process. Allowing HR recruiters to filter and eliminate applicants with undesirable qualities and choose applicants with suitable and advantageous qualities better suited to the position at hand, pre-employment screening can help organisations save time and money in the selection process, decrease turnover, increase productivity, create better morale, and improve their ROI.
Psychometric Personality and Ability Assessments
The most common job applicant pre-employment screening methods used in South Africa are psychometric personality assessments and psychometric ability assessments. Not just about luck, psychometric assessments focus on certain aspects of knowledge, such as personality traits and verbal and numerical reasoning. Renowned as scientific evidence-based methods of predicting how employees will react to power, whether they will give their best at all times, and whether they will thrive in a position of influence or become a hindrance to themselves and everyone around them – psychometric assessments simply help employees determine who will be a rising star and who will drain your resources. Here’s a brief description of pre-employment screening psychometric assessments:
- #1 Psychometric Personality Assessments – an assessment that measures behaviour styles, interests, passions, opinions and motivators. Personality assessments can reveal pertinent information about whether the candidate can follow instruction, whether they are a follower or a leader, whether they work better alone or in a group, and what type of temperament and career interest they hold.
- #2 Psychometric Ability Assessments – measuring intellectual and reasoning abilities that demonstrate a candidate’s ability to deal with numbers quickly and accurately, ability assessments involve abstract reasoning, spatial ability, mechanical reasoning, fault diagnosis, data checking, and work sampling.
An essential part of 21st century recruitment that gives an overall snapshot of a potential employee’s ability and intelligence, not only does job applicant pre-employment screening help employees determine who will be a good fit and who won’t, but it helps businesses improve their bottom line. For more information about our job applicant pre-employment screening, contact us at reception@www.allardyce.co.za or on 011 234 2125 today.
NB: This article is for information purposes only and does not constitute legal advice. You are advised to consult with us before using/relying on this information.
