Create your role and complete a Job Success Formula with the help of one of the London Jobs support team. Once the JSF is created it can be used time and time again and can be altered at any time should the role change.
Post the position. Clients that recruit using the Talent Acquisition Solution are able to use a broad selection of sources to attract candidates including preferred Job Boards, LinkedIn, Social Media, TalentinScotland.com (included), Referral scheme, in-house database, indeed any method they wish, as each applicant completes the Talent Solution job specific assessment when they apply for a job ( click on a link), which is scored, creating a central, ranked list of suitable candidates according to their levels of qualification, behavioural competency, and engagement .The unique link assigned to the Job Success formula will allow candidates to complete the questionnaire. It will take each candidate approximately 25 – 30 minutes to complete the questionnaire.
The applicant shortlist is created matched on their Eligibility, or Eligibility and Suitability to the Job and each candidate is scored.
As more applicants apply your shortlist grows based on their Score and you can choose to interview the most suitable candidates.
Personality tests are increasingly popular due to the importance of understanding how an employee or job candidate will behave. Since poor performance usually related to behavioural issues, measuring job behaviour is essential. However, personality tests are very general, usually measuring only 5-10 personality factors, which are used for every job.
A large percentage of the turnover of people is due not to SKILLS issues but behaviour and attitude issues. At London Jobs we match all your applications to a specific job using a Job Suitability Assessment which measures engagement, motivation, interpersonal skills and retention factors.
The 20 minute Smart Questionnaire measures 175 factors, but only a sub-set of about 30-40 factors are relevant to analyse suitability for a specific job. However, for any job there will be a different mix of factors with research based weighting associated with each.
Contact us now: [email protected] or call 0141 229 0999
The 5-10 factors measured by personality tests are not sufficient for a wide variety of jobs. For example, technical jobs typically require employees to be detail oriented, and systematic. Sales positions typically require employees to be convincing, self-confident, and self-motivated. Customer service positions typically require employees to be efficient, helpful, warm and positive. Management positions typically require a leader to be strategic, resourceful, and interpersonally skilled. Even within the same job type, the required behaviours can be quite different. For example, some management positions are operational in nature and emphasize behaviours such as following structure, being organized, and enforcing rules. Other management positions are entrepreneurial in nature, and emphasize behaviours such as creativity, initiative, collaboration, adaptability, and personal drive. Sales positions can also greatly vary. Some sales positions require systematically hunting for new customers and persisting with cold calls. Other sales positions focus on building client relationships, upselling or efficiently servicing the customer. In addition, each job has a different set of "derailers" or personal characteristics that can obstruct one''s success. It defies logic to suggest that one set of 5-10 personality factors calibrated in the same way for every job could be effective in predicting or developing job specific success?
Research conducted formulates different sets behavioural factors for more than 650 job types. Each job type also has different behavioural requirements depending on the required management level and experience level. Consequently, by uniquely calibrating management responsibility and experience levels, the system offers more than 6500 "Job Success Formulas" that predict success for the specific job. Organizations can also make adjustments based on their unique key performance factors.
Some recruiters make the mistake of hiring people only for their qualifications, resulting in bad hires related to behavioural weaknesses. Other recruiters make the mistake of over-emphasizing behavioural factors by eliminating people only on the basis of their behavioural assessments. Sometimes they even unfairly eliminate candidates based on a single behavioural factor. Behavioural assessments should be part of the overall assessment that includes qualifications such as experience, education, and skills. That''s why the system provides a unique eligibility assessment that complements the suitability assessment, providing an overall score for better hiring and succession planning.
Although personality can be part of engagement, personality tests do not effectively measure engagement. The Suitability Profile measures the alignment between the job/organisation and the employee''s goals/aspirations. It reveals psychological conditions that translate to engagement for specific jobs enabling organizations to hire for engagement, as well as develop engagement for specific employees, resulting in increased discretionary effort and retention.
Hiring top talent without being able to retain that talent has little value. That''s why the Suitability Profile is also designed to measure likely job satisfaction for specific jobs incorporating retention into its suitability score and providing reports that empower managers to retain top talent.
The recruitment system provides a framework that keeps interviewers focused on the eligibility and suitability factors that lead to job success. With just a short training course, interviewers are empowered to elicit disclosure and honesty resulting in exceptional clarity for decision-making, positive talent relationships and greater retention.
The system has an integrated research engine that enables you to pinpoint the success factors for jobs with 30 or more employees. This highly sophisticated technology performs hundreds of thousands of calculations unveiling the exact success factors and derailers related to specific jobs. The resulting formula is highly predictive for recruitment and highly effective for employee development.
The system is the only system that can be customized to measure your organization''s unique behavioural competencies and/or core values. The reports will reflect your behavioural competency names and concepts when hiring, developing, or promoting employees.
6500+ Job Success Formulas - We make it easy to create comprehensive assessments that fit your specific job success requirements. We help companies easily and accurately assess the eligibility and suitability factors that lead to job success. The Job Success Formulas automatically generate interview scoring guidelines as well as specific behavioural interviewing questions.
20 + Years of Performance Research - Assessments'' Solutions are based on more than 20 years of performance research that focuses on understanding the differences between high performers and low performers.
Evaluates Eligibility - The eligibility component of each Job Success Formula evaluates how applicants compare to the ideal levels of education, experience, and skills based on our proven Job Success Formulas.
Evaluates Suitability - The suitability component of each Job Success Formula evaluates how each applicant compares to a complete set of suitability factors including attitudes, motivations, interpersonal skills, interests, work values, and work preferences. Most systems only measure personality.
175+ Traits Evaluated - Our solutions evaluate over 175 behavioural traits, while most assessments in the industry only evaluate 10 to 20.
SmartQuestionnaire™ - Advanced cross-referencing technologies make over 8,000 comparisons, providing the equivalent amount of information of 2,700 multiple-choice questions in less than 30 minutes.
Test Authentication - Any attempt to deceive our SmartQuestionnaire™ is instantly detected by more than 500,000 cross-references of the answers. It handles the issue of deception better than any assessment questionnaire in the industry.
ParadoxTechnology™ - Our solutions effectively identify exceptional strengths and negative traits because they are based on the principle that each trait has the potential to be either productive or counter-productive, depending upon other balancing traits.
Enjoyment Performance Methodology - We help companies predict performance, work satisfaction, and retention. It also enables companies to motivate people and increase their performance by assigning the roles and responsibilities that give them the highest degree of work satisfaction.
Pre-screening - Assessments'' pre-assesses both eligibility and suitability, and consequently it eliminates up to 80% of the administration work by identifying and sorting the candidates according to their overall qualifications. This dramatically reduces the number of resume reviews and candidate interviews required to find the best candidate.
Applicant Tracking - Applicants are automatically ranked and short-listed. Our automated applicant notification system will not only save your company considerable time, it is convenient for the applicants and will present your company professionally.
Interview Processing - Our automatically generated Interview Worksheets guide employers through the entire interview process to further evaluate the eligibility of each short-listed candidate. Our Interview Worksheets also provide customisable behavioural interviewing questions and scoring guidelines to further evaluate the suitability and produce a total score.
Third Party Test Integration - If you use additional assessment methods, like an IQ test for example, the results can be seamlessly integrated into Assessments'' hiring process. If you already have an ATS, Assessments'' solutions can exchange data easily.
Contact us now: [email protected] or call 0141 229 0999