How do you assess the candidates that you interview? I’m sure this isn’t YOU but plenty of recruiters (and line managers) still think an informal interview and chat about the candidate’s background gives them all the information they need to make an “informed” decision. Maybe you have a great instinct for the best person for the job?
I KNOW that taking the time to use psychometric testing, relevant ability tests and competency based interviews are the ONLY way to ensure you get close to the right person.
The product I use for psychometric testing is Wave from Saville Consulting and here is a chart they use in their training (partly based on data from Hunter & Schmidt) by which compares assessment methods to future job performance.
Even if you don’t have the budget for psychometric and ability tests you can plainly see that highly structured interviews (ideally competency based) are the more robust and most predictive way of getting the right person on board.
For pre-employment testing, recruiters should use Skillmeter (https://skillmeter.com) – they set up tests and candidates can take them from anywhere, anytime. It saves time, money and nerves.