DISCOVERING POTENTIAL

Not all skills can be captured on a resume

These days, tight recruitment timelines have organisations fighting each other for the best candidates. That’s because the talent pool has largely dried up due to unusually high turnover and applicant shortages.

While it’s been a tough time for recruiters, we see this challenge as an opportunity. It’s time to reframe the way we consider our applicants. What really defines a strong candidate anyway? Is it still appropriate to make decisions based on who attended what college or whether a graduate has extensive industry experience?

At Criteria, we’ve found that a recruitment process that digs deeper into candidates’ abilities gives recruiters a larger talent pool, more choice, and ultimately leads to better hires. That’s because Criteria assessments allow you to hire for potential – something traditional evaluation strategies often overlook.

 

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What does potential look like?

The standard recruitment process relies on resumes, interviews, and conversations with references.

These things inform you about the candidate’s experience, education background, and a bit about how they’ve conducted themselves in the workforce. While these are certainly valuable to some extent, their background is only one small part of an employee.

So how do you see other equally valuable parts of them? Understanding the rest takes a little more digging, but it gives you a lot more insight into their future performance. This digging helps you uncover a candidate’s full potential.

This potential includes qualities you can’t pin down on paper. Things like cognitive ability, work ethic, teamwork, receptivity to feedback, and integrity. Potential is made up of attributes that are considerably more important in the workplace than an applicant’s grade point average.

But if it can’t be captured on paper, how can you assess it during recruitment? Criteria’s got you covered.

 

Assessments for all kinds of potential

We have a comprehensive suite of assessments that measure a variety of factors, tailor-made for your industry and the position you’re hiring for.

 

Aptitude

Our aptitude tests measure cognitive and problem-solving ability, attention to detail, learning capacity, mechanical reasoning, and concentration and focus. These tests indicate a candidate’s capacity in any role.

A software company created a baseline for their future recruitment efforts by having their sales department complete the General Aptitude Mobile Evaluate (GAME) assessment and a personality assessment. The top sales employees who passed the GAME assessment and whose personality aligned with sales earned 4 times the revenue of the employees who failed one or both assessments. Read the full case study. 

Because aptitude tests evaluate skills that are valuable to success in any position, they can be used to help you hire for any opening.

 

Personality

Personality tests give insight into a candidate’s work style and behaviour. This type of assessment helps you prepare to meet their needs when it comes to management style, teamwork, and rule compliance.

Criteria’s Employee Personality Profile (EPP) measures 12 personality traits against role-specific benchmarks to match people with compatible positions. Criteria increased a tutoring centre’s hiring success rate from 63% to 98% by equipping employers with the knowledge that managers who demonstrated a strong managerial match on the EPP were about 30% more productive than those who didn’t. Learn more in the full case study.

 

Emotional intelligence

Emotify, Criteria’s emotional intelligence test, assesses a candidate’s ability to identify, perceive, and manage emotions in a work environment. This helps hiring managers and recruiters better understand the candidate’s compatibility with their team.

We conducted a study in collaboration with JVR Psychometrics that compared employees’ Emotify scores with their job performance. We found that ‘average’ and ‘above average’ scorers were 20% more likely to react appropriately in crises, 18% more likely to maintain their composure under pressure, and 26% less likely to be unwilling to learn new skills. To discover more of the insights we found, read the full case study here.

 

Growth and leadership capacity

When a candidate applies for a specific advertised role, they are also applying to be part of your organisation’s future growth.

The Workplace Alignment Assessment (WAA) is designed to measure a candidate’s compatibility with your organisational values. A strong match is a great predictor of how long a candidate’s tenure is likely to be.

While the position you hire them for is where they’ll start in the business, but not necessarily the only role they’ll have during their tenure. Our assessment tools evaluate a candidate’s leadership potential for your organisation. A federal regulatory used Criteria’s award-winning Cognify assessment and found that high scoring employees are five times more likely to receive a promotion. Check out the full case study here.

 

Skills

We know that sometimes, you need to understand a candidate’s specific capabilities with a job-critical skill. Criteria has developed a wide range of skills assessments that measure candidates’ role-specific and transferrable skills to determine role compatibility.

Our client Unyson used the Criteria Basic Skills Test (CBST) to increase their hiring success rate to 82%. They found that candidates with high CBST scores had a 93% rate of high performance once they were hired.

A manufacturing company used our Wiesen Test of Mechanical Aptitude (WTMA) to measure industry-specific skills without adding adverse impact. They found that high WTMA had almost 4x greater tenure on average than those who did not pass the test. Strong WTMA performance was directly tied to longevity in the role, and high scorers were 108% less likely to be terminated for any reason, and 38% less likely to receive disciplinary action. You can read the full case study here.

 

The qualities that make someone “employable” are determined by so much more than where you’ve been or what you’ve studied. A candidate’s potential is a much stronger indicator of their on-the-job success. Employee performance is heavily reliant on transferrable skills, good instincts, cooperation, and compatibility with the specific role and organisation.

Your candidates can tell you that they’ve got those qualities, listing them on their resume or touting them in an interview. But Criteria’s data-drive assessments are more reliable. Our evidence-based, tried-and-true assessments help you see your candidate’s true potential so you can identify the strongest talent.

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Let's discuss which assessments will best reflect your candidates' potential.

 

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