Recruitment
& Talent Acquisition
Discover a structured recruitment process with psychometric testing, interviews, and onboarding to consistently make better hiring decisions.
Learn how flipping the recruitment process — phone screen, psychometric testing, then interview — reduces bias, avoids costly hiring mistakes, and leads to better hires.
Discover how psychometric testing in recruitment — IQ, EQ & personality assessments with 200 questions — improves hiring decisions beyond interviews.
Understanding General Intelligence in the Workplace
Relying on intuition, gut feel, charisma, and experience alone is not enough. If you want more successful C-Suite executives, and fewer costly leadership failures, you must test for intelligence.
Screening for honesty-humility isn’t about perfection. It’s about seeking individuals who will bring integrity, humility, and a genuine commitment to team success into your organisation. By integrating behavioural interviewing techniques and screening for ethical leadership traits, HR teams and hiring managers can make more informed, future-focused hiring decisions.
No hiring process is perfect, and hiring mistakes will inevitably happen. However, the key to long-term hiring success is learning from these mistakes and continuously refining your standardised hiring process. By identifying the reasons behind bad hires, making data-driven improvements, and proactively strengthening your hiring process, you can increase your chances of finding the right candidates—every time.
Hiring decisions are some of the most important decisions any organisation or business makes. It is costly to get it wrong. . Ironically however, while the Australian economy has seen amazing innovations and productivity growth over the last 50 years there has been limited innovation in hiring methods.
Despite their popularity, the MBTI & DISC assessments have significant shortcomings and should never be used to make recruitment decisions. Personality tests are valuable tools to help find the best talent in your applicant pool, and using the appropriate test that produces meaningful, predictive results in the hiring process is the key to getting the most out of testing. For recruitment, I would recommend using the Employee Personality Profile from Criteria. An excellent profile with good reliability, validity and job prediction utility.
Do you want to avoid costly hiring mistakes?
Let Fermion optimise your recruitment process so you can avoid mis-hires and boost employee retention.
