Each organization or company recognizes that its employees come in a wide range of personalities and that these personalities should be compatible with the organizational culture and the human fabric. Managing employees according to the organizational DNA is essential in order for them to be able to reach their full potential, which will contribute to the success of the organization.
For a company to be able to sort and recruit the best employees, it is not correct to say that they need to fit the organization. The most important value for any company or organization is reliability, and therefore resources are allocated in order to predict in advance how high the risk is when hiring new employees.
What is the importance of a reliability test?
Every employer who employs new employees includes reliability tests in their selection process, simply because we need to trust the candidate, and in some cases even entrust the business to them. Since each employee is an integral part of the organization, if one of the employees is injured, it can result in serious consequences for the entire organization. We seek to determine how much risk there is in hiring a candidate by conducting reliability tests.
Reliability tests are very critical in the candidate diagnosis stage because they shed light on the degree of risk involved in their employment, and allow the employer to manage risks and make informed decisions when accepting job candidates. Reliability tests do not predict whether the candidates will behave inappropriately – because it is a very broad spectrum of behaviors that not all of the tests can predict.
Reliability tests also allow employers to understand to what extent the candidate can “fall” into occupational delinquency – that is, everything related to inappropriate behavior in the work place: bribery, sexual harassment, theft, violence, safety at work, drugs and alcohol, gambling, organizational loyalty, occupational stability, reliability and honesty in reporting, and more.
What does a reliability test include?
Today, most of the computerized screening tests actually include computerized reliability tests. These tests include questions about attributes, behavior, attitudes towards various issues and more that the candidate must answer. Such computerized personality tests test the candidate’s reliability and can raise red flags that require our attention.
Veritas, a reliability test that provides data-based results
Occupational diagnosis has been around for decades. It was long before Covid that we began testing online. Adam Milo, one of the world’s leading company for screening tests, developed a breakthrough in computerized reliability tests – Veritas – based on knowledge and experience.
Using the smart system, the candidate is actually tested online from anywhere and at any time. At the end of the first stage of the reliability test, the system analyzes the candidate’s answers and finds answers that are deemed deviations from the norm, which allows it to focus on these issues in further questioning.
As a result of the data provided by the computerized reliability tests, the recruiter can perform a calculated risk assessment based on the candidate’s answers. Recruiters can assess risk at every step of the process before choosing a candidate.
Data-driven decision making
Has the fear of losing intuition ever been a concern? After switching to computerized reliability tests, the recruiter is now able to make more informed and accurate decisions regarding each candidate by using our new system by Adam Milo, which is at the forefront of online diagnostic technology. Recruiters can make more informed and correct decisions regarding each candidate’s reliability with a safe and data-based result.
Vertias allows companies and organizations all over the world many advantages in the employee selection process, including in the field of computerized personality tests which lead to fewer mistakes, less bias and more successes in employee selection and recruitment.
Important notes and key takeaways:
- Online diagnosis and reliability tests in particular do not replace the employer during the hiring process. Diagnosis provides a recommendation, which accompanies intuition.
- A diagnosis can certainly shorten and streamline the recruitment process – since it can replace many other stages (for example – a telephone interview, another interview with another person in the company, etc.)
- Streamlining the recruitment process is another benefit – information is collected into data, which can then be used to make business decisions based on all the information.
- A candidate’s risk level can be determined even before an interview takes place – an important aspect of hiring.
- This results in a more efficient interview – only those who are needed are interviewed, and in the interview itself you know what to focus on.