Hiring the right people
Effective talent acquisition is pivotal for an organisation’s success, with a structured strategy leading to better business outcomes and reduced employee turnover. Talent analytics, viewed as a “crystal ball for your workforce,” offers objective data about potential hires, shifting hiring from intuition-based to a more scientific approach.
Talent Acquisition Specialist: Hiring the right people
You need top performers who will deliver results.
As a talent acquisition specialist in Brisbane, we can conduct the full recruitment process for you or simply parts of it. Whatever you choose, we’ll help you make sure you have the right candidates with unique, scientific insights into how they’ll perform before you make a critical decision.
- Full end-to-end process or just shortlisting
- Objective analytics to pinpoint the best people
- Make sure you know what you’re getting when you hire someone
Talent Analytics (Psychometric Testing)
We use industry-leading predictive talent analytics, to objectively and reliably assess the people you’re considering hiring, as well as your current teams and leaders.
- Assess candidates for job fit, personality, safety, conscientiousness, Emotional Intelligence, skills, and more
- Assess candidates using psychometric testing in Brisbane
- Assess teams to learn how to optimise their performance
- Assess individuals and leaders to understand gaps and development areas
ArcTree’s Recruitment Process Outsourcing (RPO) streamlines hiring, delivering both efficiency and cost benefits. This model fosters deep integration with client businesses, adjusting swiftly to strategy shifts, and promising sustainable ROI.
- Efficient Hiring: RPO ensures quick access to top-tier candidates.
- Cost Savings: Reduces financial burdens of traditional recruitment.
- Agile Approach: Adapts seamlessly to business strategy changes.
- Deep Partnership: Aligns recruitment with core company goals.
If you think of a person like an iceberg, there are many attributes we all possess and exhibit that are a lot harder to evaluate than simply reading a resume, conducting an interviewing, or undergoing a performance review, as they are less tangible, or ‘below the waterline’.
Our talent analytics tools are specifically designed to accurately measure and report on those beneath the surface attributes, to help you recruit smarter, manage better and develop more effectively.
So, for example, when you’re hiring someone, what you can easily see really only adds up to 10% of their potential performance. The other 90% relies on factors ‘below the waterline’ that, without the proper tools, you won’t discover until it’s too late.
Chance of finding the right candidate WITHOUT psychometric testing.
Chance of finding the right candidate WITH psychometric testing.
Hiring the right people
You need top performers who will deliver results. Our talent acquisition specialist in Brisbane can conduct the full recruitment process for you or simply parts of it. Whatever you choose, we’ll help you make sure you have the right candidates with unique, scientific insights into how they’ll perform before you make a critical decision.
The way you hire, manage, lead, reward, and treat people will impact all your HR, learning, and leadership programs and ultimately your organisational success. Think holistically and you’ll be amazed at what you can do. High-impact talent acquisition improves overall business outcomes with forward thinking and progressive organisations seeing on average 160% better business outcomes than organisations that do not employ a structured strategy.
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Given that talent acquisition is a complex, multifaceted function with effects stakeholders across all levels of the organisation, it is essential that organisations and business leaders understand and execute the key performance drivers that propel an organisation toward excellence. Organisations that get it wrong are proven to see 51% of new employees having buyer’s remorse and 83% of those individuals leave their employer in the first year. So we must make sure we are authentic, honest, and clear about whom we want to recruit. Culture and fit are just as important if not more so than technical ability, time in role and education.
It is fact that organisations at the lowest levels of performance show a correlation between poorly performing employees, low retention, poor productivity and are seen to typically use a more inconsistent approach that is often managed at the business-unit level by HR generalists, while organisations with high levels of sustainable performance have wholly upgraded their Talent Acquisition approach, culture and functions, which are seen as strategic enablers of the ongoing business success.
The bottom line is this: without a focus on making your workplace “great,” your employment brand will suffer. When your engagement and culture is strong AND YOU HIRE THE RIGHT PEOPLE WHO FIT, attracting the right talent and delivering better and more sustainable organisational results becomes easier and more cost effective.
Today more than ever, hiring a talent acquisition specialist for an integrated and strategic talent management approach touches and affects everything.
Want to learn more about how we can help you get past the tip of the iceberg and get deeper insight into your potential hires?
Talent Analytics (Psychometric Testing)
Way back in 2014, Forbes HR writer Meghan M Biro spoke of talent analytics as ‘a crystal ball for your workforce’. What she meant was that talent analytics can now give us incredibly powerful, scientific, and objective data about the people we’re considering hiring, and the people we’ve already hired.
Previously, hiring and performance management have been more art than science, but talent analytics changes all of that. And when you’re making incredibly serious business decisions, such as who to bring in to your team and how to best develop the people you have, why wouldn’t you use all of the concrete, objective data available at your fingertips? One of talent acquisition specialists’ favourite applications of talent analytics is the insight it can give you into the whole person.
When you’re hiring, this is critical: while people who want the job may be very skilled at telling you what you want to hear, how can you be certain that they really have the attitudes, values, behavioural traits, and aptitudes to drive your business forward?
Our Talent Acquisition Assessments
All of the assessments we offer are developed by Industrial/Organisational psychologists and have been extensively researched and validated.
They provide a positive experience for your candidates, who can complete them on any device at a time and place of their choosing. Using assessments also improves your employer brand, by demonstrating your commitment to a fair and equitable recruitment process.
Learn more about the types of assessments we can help you with:
Will they learn quickly and perform well?
The landmark study of different employee selection methods was conducted by Frank L Schmidt and John E Hunter, who performed a meta-analysis of the most commonly used methods of predicting employee performance. They analysed hundreds of studies and came to a clear conclusion: the simplest and most effective way to determine how well a candidate will perform if they’re hired is to assess their cognitive aptitude. And when you combine this with a personality assessment and a structured interview, you’re collecting the most useful and predictive information possible in terms of future job performance.
Interestingly, they also found that the methods we’ve relied on in the past, such as how many years of experience a candidate has, what they say on their resume, and their level of education, had very little predictive validity: in other words, employers were almost better off hiring someone at random than relying on those information sources alone. Cognitive aptitude – also known as general mental ability – refers to how a person acquires, retains and applies information. It gives you valuable insight into how quickly a future employee might learn new information and apply it on the job.
People with higher levels of cognitive aptitude:
- Respond well to training and absorb new information quickly
- Apply what they’ve learned to new situations
- Reason and solve problems effectively.
ArcTree offers a variety of different ways to assess cognitive aptitude, depending on the role you’re hiring for, including:
- Game-based assessments (ideal for technical or graduate roles)
- Traditional cognitive aptitude tests (ideal for senior roles)
- Mechanical reasoning assessments (ideal for engineering or manufacturing roles)
- Attention skills tests (ideal for roles requiring sustained attention and concentration, such as drivers and machine operators).
Are they conscientious and reliable? Will they behave safely?
Whether you’re hiring for manufacturing or manual roles, or recruiting employees who will be visiting customers’ businesses such as technicians or salespeople, you need to be confident that the people you employ will follow the appropriate rules and procedures. We can help you identify people who are likely to behave in a reliable and conscientious way on the job, and who will abide by your safety rules and procedures.
Counterproductive work behaviours such as theft, fraud, absenteeism and unreliable behaviour cost your business in both money and reputation. By assessing candidates’ conscientiousness and willingness to follow rules, you can identify which candidates have a strong work ethic and will be more trustworthy and dependable.
Similarly, while you can provide your employees with extensive safety training and have well-developed safety procedures in place, some people will be more likely to take risks and behave in an unsafe manner at work. We measure your candidates’ attitudes to a variety of safety factors such as risk aversion, safety locus of control and dealing with stress. This helps you to identify people who are more likely to behave safely at work and encourage others to do the same, which helps you to reduce the risk of LTIs and MTIs and compensation claims.
Do they have the basic skills to perform the required tasks?
If you’re recruiting for roles that require basic computer proficiency, or use of the Microsoft Office suite, including Word, Excel and PowerPoint, we can help you ensure that your candidates have the right skill level. We can also assess your candidates’ ability in typing and data entry, so you can be confident that they have the fundamental skills to perform their work tasks.
And, if there are specific skills you need to assess – such as knowledge of terminology in your industry, using a particular piece of software, understanding legislation, or possessing a certain skill set – we can work with you to design a test that will help you identify candidates with the required levels of skill or knowledge. These kinds of tests are an excellent complement to our cognitive aptitude, personality, emotional intelligence and risk assessments and help you to get a more complete and reliable picture of each candidate before you make a critical hiring decision.
Are they empathetic, and able to understand and manage emotions effectively?
Emotional intelligence (EI) is becoming increasingly recognised as a key skill for the workforce of the future. Smart employers understand that while people might have the aptitude to do a job well, the ability to interact effectively with others and to understand and manage emotions appropriately is just as critical to their success.
It’s especially important for roles that involve communicating with others, such as leadership or managerial roles, customer service and support jobs, and any job requiring teamwork and collaboration. Organisations who are able to identify people with the skills to recognise, comprehend and work effectively with their own and other people’s emotions gain a significant competitive advantage.
However, not all emotional intelligence assessments are created equal. The majority of assessments simply ask candidates to “self-assess” or tell you about their levels of emotional intelligence. As you’d expect, most candidates believe themselves to be highly emotionally intelligent and generally portray themselves positively in such an assessment.
The more reliable and valid way to assess EI is with an ability-based assessment, that objectively measures how well candidates can complete a variety of tasks that require emotional intelligence in three distinct areas:
- Perceiving or identifying emotions correctly and accurately
- Understanding emotional reactions to specific situations and how emotions might change
- Managing emotions by choosing the most appropriate course of behaviour in various workplace situations.
We assess EI with a highly interactive and engaging assessment that accurately measures your candidates’ ability in these key areas and helps you identify people who will lead, communicate, empathise and collaborate well with others.
Does the job match their personality traits? Are they a good fit for your organisation?
While cognitive aptitude assessments focus on whether candidates will be able to perform well on the job, personality assessments help you to identify whether candidates have the right traits to succeed in a role, and if they’re likely to be committed and engaged when working for your organisation.
Certain personality traits are linked to success in particular roles: for example, people who are naturally competitive and assertive tend to perform well in sales roles, while people who are patient and agreeable can be more successful in customer support roles.
Our personality assessments are based on the well-respected and endorsed “Big Five” model of personality. They give you a reliable and valid assessment of your candidates’ core traits, which generally remain stable over time. In addition, we can compare your candidates’ personality to the traits associated with successful performance in specific roles, so you can be confident that the people you hire are a good fit for the job.
If you’re looking for people who will be committed to your organisation and stay for longer, we can also help you to analyse how well your candidates’ most important work preferences will be met by your organisation. This helps you to identify which candidates will be more comfortable in their jobs and working for your company, which in turn leads to greater tenure and engagement.