The e-book opens with the significant role that the Big Five play in recruitment process. Also referred to as OCEAN, the five personality traits consist of openness, conscientiousness, extraversion, agreeableness and neuroticism. People can be characterized based on this model using psychometric tests.
The need to redesign campus recruitment strategy:
The main concern in campus recruitments lies in volume and adapting to the ever-evolving perception of students. So, new and more effective methods of recruitment need to be installed to handle volume and hire the best fit. This e-book encourages the use of aptitude tests and psychometric assessments because they go miles in narrowing down the candidate pool.
How can psychometric assessments make a difference?
Recruiters find themselves buried under a pile of CVs. Although academic achievement and co-curricular activities are an indicator of success, they cannot paint the whole picture. Students can easily fake in an interview which is where psychometric assessments come in play as per this guide. The assessments are designed in such a way that they yield honest responses from candidates and measure their dominant behavioural pattern and personality. Recruiters can now accurately predict how the person would respond to different facets of the job role.
Defining personality profile:
Personality profile is a knowledge management tool used to provide evaluation of a candidate's attributes and life skills to maximize his job performance. It helps organizations map candidates’ score against the culture and requirements of the job.
Using personality profile and analytics:
The guide informs you about some popular personality profile tests, i.e. Sixteen Personality Factor (16PF) and Caliper Profile. Organizations can create psychographic profiling by using these techniques to understand values, opinions, attitude and interests of a student. Analytics provide insights that aid in successful comparison with other campuses. This e-book shows how Mettl’s framework enables organizations to use ‘Dark Intelligence’ to filter the finest lot from campuses and determine if a candidate is cultural fit with your organization.
- Introduction to the Big Five
- Cracking on campus recruitment
- Redesigning the strategy
- Use of psychometric assessments in gauging talent
- How can psychometric tests make a difference
- Understanding personality profile and analytics