Top talent is hard to find, and this is even more so for smaller firms. Small and medium sized business owners often report they struggle to find the right people as they feel they cannot beat the big boys when competing for talent.
In reality, smaller businesses offer many advantages big businesses cannot, and there are some great articles describing how they can capitalise on these to become more attractive for talented candidates. We collected experts’ advice on small businesses’ specific hiring challenges, and looked at how using psychometric testing can help small firms put this advice into practice and become more effective not only in attracting but also in identifying top talent.
Read our latest case study in which we follow Oriana, a rising enterprise software solutions provider, finding their new Business Development Manager.
The study walks the reader through the process how a medium-sized tech company effectively implemented psychometric testing in their selection method for the first time. It describes the different aspects of the cooperation between an external psychometric tests provider and a client from the SME sector from the first steps of selecting the ideal test suit, till the final reporting phase and the follow up of the successful candidate’s later work performance.
This study is intended to be an introductory material, an example case for enterprises using psychometric testing for the first time.
If you would like to dig deeper in the subject matter, you might also want to read about the financial aspects of introducing psychometric testing into your recruitment process, or our experts’ tips on what to consider when choosing your test provider.
Click to get the study in pdf!
When talking to venture capital firms about online selection tools they often ask if there are some common personality traits shared by successful founders. If there was a “successful startupper personality”, one could easily sift out people less likely to thrive and, so, radically improve the effectiveness of investment decisions – goes the rationale.
As it transpires, there is no universal “startupper profile” that founders would need to live up to or otherwise be doomed to failure. Each project and each team is different, therefore so are the competencies/ personalities required by them.
When we set about developing Talentsift’s range of psychometric tests, we didn’t just want to put yet another sifting tool on the market whose only distinguishing feature is its name. Instead, we looked at the things that frustrate today’s HR professionals about these tools and came up wit a concept that attempts to address all of these concerns.
The use of psychometric tests to support the selection process is widespread and there are good reasons for this.
These tests allow accurate measurement of the applicants’ abilities in areas such as verbal, numerical and conceptual thinking and thus help to match people’s skills to role requirements. Assessing whether a candidate fits the organisation is not only beneficial for the business in terms of higher productivity, long term retention and reduced rates of employee turnover, but is also important in relation to job satisfaction and well-being of the employees.