Any Recruiter knows hire a new employee represents a bet on the uture

Any Recruiter knows: hire a new employee represents a bet on the uture. In ented and experienced in the United States, and then appeared in rance in the 1950s, psychotechnical tests ha e main mission is to reduce this type o uncertainty in an objecti e manner. "But attention, pre ents Damien Crequer, partner with the irm o recruitment Taste, some recruiters tend to hide behind the scienti ic nature o the test.". But the test is a decision support. "Today, more than two thirds o rench companies use assessment tests in their process o recruitment, or as a screening with a large number o applications, or to complete their analysis o the candidate. "It allows them to sa e time and money, and gi es them a picture o modern recruiter and to the act the new technology." These tests also allow them to con irm assumptions in the inter iew, as or example the potential sale o the candidate, or e en his le el o extra ersion, initiati e... ", analysis Patrick Leguide, Manager o the specialized site Centraltest, which sells home tests online to pri ate companies (Shell, Michelin, Dell, Crédit Agricole,...) or social agencies (Urssa , Assedic).

Serious interpretation

"The explosion o Internet underco er this type o e ent." Each online job site allowing users o sel -e aluation, says Damien Crequer. Objecti e: "better orient its research and address recruitment e ents with con idence," points out, or example, the Cadreonline site, which o ers a wide choice o logic tests, personality or e en guidance. I the exercise allows the uture candidate to "play down" the test o the test, should be cautious howe er. "The pro usion o online tests carries the good and less good, warned Philippe Cirier, President o the O ice o recruitment Opteaman.". One sometimes has the impression to be in a Spanish Inn with the placing on the market o tools that should be baptized Quizz as de oid o any serious scientist. In addition, this type o mirror is ery random, because the work o interpretation, appropriation and correlation with the uni erse concrete and speci ic to the person is not per ormed. "Actually, the"serious"interpretation o a test can be per ormed by a psychologist o company or a person who can justi y a clearance to the test in question.

Pre erred to more than 80 by rench companies users o tests (1), personality tests, including the most amous were called Papi (PA, personnal in entory), GZ (Guil ord-Zimmerman temperament in entory), MBTI (Myers-Briggs typological in entory) or GPPI (Gordon personality in entory), ha e the ambition to assess a number o traits o character (relational sense, adapti e capacity)(, open mind). Either as a purely psychological tendency that it is important to bring in pro essional terms, or as beha iours in a pro essional situation. "Work in a team project is more and more important in our pro essional en ironment, I try to alidate through personality tests i the candidate, usually an engineer, is able to integrate and communicate easily with his uture colleagues", explains E elyne Le Hir, HRD to the engineering GSE group.

Social desirability

In this type o tests, unnecessary or the candidate to lie or try to embellishing his answers to appear at its best. This type o test is indeed designed such that the candidates responses o erlap. Se eral o these tests incorporate e en a social desirability scale that indicates to the recruiter where the candidate has complied with certain expectations and whether or not it has adopted a speci ic strategy o response. "In the personality tests that we o er, says Patrick Leguide, a candidate who will attempt to bias, in addition to the contradictions which will end soon or later appear, will, by, in the end an a erage pro ile, no contrast, ultimately little interesting or the recruiter. To be on the other resource that call (or not) the candidate or good old maintenance in the ace to ace.