Michael Holst, HR Leader
Deloitte Business Consulting A/S
Copenhagen, May 2009
Why and how to assess candidates
Three candidates: Let’s see how they do...
The logical / analytical test
The Personality profile analysis
Why assess candidates?
The best way to ascertain whether or not a person will be a success in a specific job is to hire them
– This however is expensive, inefficient and unethical (to much hiring and firing)
– In economies where salary costs are low and legal protection of employees is minimal, there will be less of a tendency towards using complex assessments
– A candidate, straight from school will cost a company 50.000 kroner in direct and indirect costs, before he/she even walks through the door. Add another 9-12 months before the person is actually adding value to the business (at an average of about 35.000 pr month + pension + training) and you’ve got a huge cost
Assessment is important because it saves money by reducing the margin of error
– Assessing candidates by different means is essential in recruiting
– The more data points you have the better your selection criteria
As a recruiter the only thing you want is an indication of a candidates potential for job success
Basically: Is he/she going to be good at the job / right for the job in the companies culture?
What are we not going to do today?
We are not going to go in depth with every single type of assessment available
We are not going to delve into the empirical evidence that supports the use of tests
What are we going to do today?
We are going to see how a recruiter approaches a CV and grades
We are going to give you a chance to try a logical test and we will explain what we use it for
We are going to give you an example of a personality profile. We will match it to a position and we will show