• A CV only
• Interview only
• Psychometric testing

Thomas International considers this conundrum – and other current recruitment challenges – in its 2021 Annual Research Report, Mind the Trust Gap, available to download below.

But before we share the recent responses to this question from other HR and talent leaders like yourself, consider how you will measure what matters to successfully recruit a crucial hire.

A crucial hire who will make the best kind of difference to your organisation and leverage meaningful impact early on.  

Think about it: in the wake of a volatile 2020 and 2021, the next few years in business will likely be about three key Rs: recovery from the global pandemic, reshaping and rebuilding. Businesses that intend to make the 2020s roar will need new skills, smart people and innovation to ignite the three Rs to blazing lift-off. 

So you will need to up your organisation’s game to not only regain ground from the hires that didn’t work out, but to claim pole position for the exciting and demanding times ahead.  

The Mind the Trust Gap report reveals that most organisations plan to increase their recruitment activity this year:

• 38% plan to increase recruitment activity by up to 20%
• 28% plan to increase recruitment activity by more than 20%
• 24% say recruitment activity will remain stable 
• 7% plan to reduce recruitment activity by up to 20% 
• 3% plan to reduce recruitment activity by more than 20%.

No matter where your organisation sits on the spectrum of increase to decrease, every hire counts.

Some business leaders contend, ‘Recruitment is broken’. If you agree, review the situation within your own organisation. Do you have a people problem? Or a process problem? Do you know what’s not working and why? Are those doing the hiring relying on their gut instinct to make business-critical decisions when more science is needed?

Broken recruitment = bad hiring decisions = lower productivity and engagement. Big problems for any organisation.

Jayson Darby, Head of Science at Thomas International, sheds light on the situation: “If recruitment processes aren’t grounded in objective data about how people behave and learn, the risk of biased and subjective decision-making is higher. That isn’t good for candidates or hiring managers. Companies today are likely to experience these challenges like never before as we enter an accelerated period of recruitment in the post pandemic recovery period.” 

Oh, and the answer to our first question: 46% of HR and talent leaders would trust psychometric testing only – a combination of personality, behaviour and aptitude testing – to predict future performance for hires over the next 12 months, with 33% opting for interview only and 21% CV only.

Download the full report here to explore solutions for ‘broken’ recruitment and rebuilding.

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