Why 10x Hire?
CVs are notorious for being embellished whilst un-structured interviews can lead to subjective and biased decision making, both of which can lead to poor hiring decisions.
“Assessment Guru” Professor Peter Saville, Chairman of 10x psychology, can recount numerous pitfalls of CVs, whereby periods of unemployment seem to be diminished and manager’s assistants turn into assistant managers. It begs the question of why some companies are still over-relying on traditional methods, with poor predictive validity of job performance, to make short-list and hiring decisions.
Cognitive ability tests, on the other hand, alongside personality measures and structured interviews are the undisputed best predictors of job performance. These methods are beginning to supersede the more traditional, informal, recruitment processes. Many companies and organizations recognize the utility of using more formal assessment methods, particularly in advance of, or during an assessment day. Although Liza Walter-Nelson, Chief Product Officer 10x Psychology, recalls an all too familiar account of assessment centers.
“The recruitment agency has given you a shortlist of applicants with their notes comprised mostly of their opinions. You then have aptitude test results and personality profiles printed out for the final few candidates, arriving at the assessment center. Each assessment activity on the day involves a different scoring system which someone must collate, leaving you with piles of paper containing several separate scores for each candidate. In the wash-up everyone is trying to compare each candidate’s scores, as well as comparing candidates themselves, whilst sifting through piles of paperwork trying to pick out pertinent pieces of information.”
So, using the ‘best’ selection methods mean having to gather resources from several suppliers, and a logistical nightmare trying to collate all the data. It comes down to trying to analyze how consistently each candidate performed across the different tasks, as well as their personality profile across different pdf reports; trying to justify your view and building a case for the hire of choice. At the end of all that data gathering, the valuable people data is simply discarded.
However, the tools for selection assessment have evolved and it’s time for hiring, talent practices and decisions to advance alongside, now more than ever. The Coronavirus pandemic has had a significant effect, not only on how companies are functioning, but also on the UK labor market . Organizations have been forced to furlough staff , cut down hours and serve up numerous redundancies. The number of those seeking employment has increased , leading to a swollen candidate pool, more applicants and tougher hiring decisions. When the candidate pool is large, you need to be able to select the best candidates for the job, quickly and easily.
10x Hire offers candidate reports across cognitive ability, personality and motivation, presented in one interactive dashboard. This allows you to analyze your candidates instantly. Data can be viewed at job and candidate level to support hiring decisions against job relevant competencies, which 10x Psychology believes is the key to employers and employees being able to reach their full potential. The interactive dashboard also includes an interview guide builder, offering tailored interview questions that are clearly linked to an individual’s personality and competency profiles. The onboarding and initial development requirements for successful candidates can also be viewed in the dashboard, so that their data is not just being wasted, and you can put it to good use instead.
With 10x Hire, the tools which provide the most predictive validity of job performance are all in one place, to support hiring, as well as induction and development processes. We believed there was a better way and now we know there is a better way. 10x Hire is the easiest and quickest selection tool, and 10x Psychology are here to help you solve your people problems.
Why 10x Hire?
CVs are notorious for being embellished whilst un-structured interviews can lead to subjective and biased decision making, both of which can lead to poor hiring decisions.
“Assessment Guru” Professor Peter Saville, Chairman of 10x psychology, can recount numerous pitfalls of CVs, whereby periods of unemployment seem to be diminished and manager’s assistants turn into assistant managers. It begs the question of why some companies are still over-relying on traditional methods, with poor predictive validity of job performance, to make short-list and hiring decisions.
Cognitive ability tests, on the other hand, alongside personality measures and structured interviews are the undisputed best predictors of job performance. These methods are beginning to supersede the more traditional, informal, recruitment processes. Many companies and organizations recognize the utility of using more formal assessment methods, particularly in advance of, or during an assessment day. Although Liza Walter-Nelson, Chief Product Officer 10x Psychology, recalls an all too familiar account of assessment centers.
“The recruitment agency has given you a shortlist of applicants with their notes comprised mostly of their opinions. You then have aptitude test results and personality profiles printed out for the final few candidates, arriving at the assessment center. Each assessment activity on the day involves a different scoring system which someone must collate, leaving you with piles of paper containing several separate scores for each candidate. In the wash-up everyone is trying to compare each candidate’s scores, as well as comparing candidates themselves, whilst sifting through piles of paperwork trying to pick out pertinent pieces of information.”
So, using the ‘best’ selection methods mean having to gather resources from several suppliers, and a logistical nightmare trying to collate all the data. It comes down to trying to analyze how consistently each candidate performed across the different tasks, as well as their personality profile across different pdf reports; trying to justify your view and building a case for the hire of choice. At the end of all that data gathering, the valuable people data is simply discarded.
However, the tools for selection assessment have evolved and it’s time for hiring, talent practices and decisions to advance alongside, now more than ever. The Coronavirus pandemic has had a significant effect, not only on how companies are functioning, but also on the UK labor market . Organizations have been forced to furlough staff , cut down hours and serve up numerous redundancies. The number of those seeking employment has increased , leading to a swollen candidate pool, more applicants and tougher hiring decisions. When the candidate pool is large, you need to be able to select the best candidates for the job, quickly and easily.
10x Hire® offers candidate reports across cognitive ability, personality and motivation, presented in one interactive dashboard. This allows you to analyze your candidates instantly. Data can be viewed at job and candidate level to support hiring decisions against job relevant competencies, which 10x Psychology believes is the key to employers and employees being able to reach their full potential. The interactive dashboard also includes an interview guide builder, offering tailored interview questions that are clearly linked to an individual’s personality and competency profiles. The onboarding and initial development requirements for successful candidates can also be viewed in the dashboard, so that their data is not just being wasted, and you can put it to good use instead.
With 10x Hire®, the tools which provide the most predictive validity of job performance are all in one place, to support hiring, as well as induction and development processes. We believed there was a better way and now we know there is a better way. 10x Hire® is the easiest and quickest selection tool, and 10x Psychology are here to help you solve your people problems.
Contact us to book a demo, and see 10x Hire® in action.
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