/Two in Five Job-Seekers hired without having the right soft skills to succeed

Two in Five Job-Seekers hired without having the right soft skills to succeed

Despite a huge battle to secure the brightest and best talent,  new research reveals that two-fifths of job-seekers are being mismatched because their personality or work style don’t fit the company.

The findings came from research commissioned by HireVue, provider of the most comprehensive AI-driven talent assessment suite and video interviewing solutions, which sought to examine the current state of pre-hire assessments and the impact they are having on talent acquisition.

Researchers identified that if the person lacks the soft skills to fit in, they are unlikely to stay, with over half (53%) leaving the role if their personality or work style didn’t fit – and claiming the format of the hiring process had prevented them from discovering the mismatch earlier.

Researchers, who questioned over 2,500 job-seekers across Europe and the US – identified that companies’ current approach to pre-hire assessments leaves much to be desired. This offers recruitment professionals a golden opportunity to deliver a more positive experience and better match candidates’ innate skills and abilities to the roles they are trying to fill.

Further key findings from the research include:

●      Question of confidence: While four-fifths (82%) of candidates are confident in their ability to articulate their soft skills and personality traits in an interview, many doubt that pre-hire assessments can showcase these important attributes. Of those who have taken a pre-hire assessment, or have some understanding of what such tests entail, over a third question their ability to measure personality traits (37%) or soft skills (35%). A worrying 41% are also less than certain that pre-hire assessments can gauge potential.

●      Fulfilling their potential: Over four in ten (43%) candidates see potential as extremely important or critical to employers when hiring – more so than prior experience, academic achievements, or soft skills. Three quarters (76%) of respondents also stated that they would prefer to be judged on their potential versus their previous experience.

The research also highlighted clear room for improvement in the experience of taking pre-hire assessments:

●      Less complexity: Only two fifths found their assessment to be straightforward (42%) and/or professional (39%)

●      Quicker process: Nearly a third (30%) of respondents were concerned about the length of time pre-hire assessments take to complete – with length given as the number one reason over a quarter (26%) had dropped out of an assessment before it had finished

●      More responsiveness: On average, candidates received feedback on their pre-hire assessments less than half the time (48%), if at all, and it took two days to arrive

“This study demonstrates a real urgency for organizations to reimagine their approach to identifying and retaining the best talent for the job,” said Clemens Aichholzer, Senior Vice President of Game-Based Assessments, HireVue. “This becomes even more critical when you consider that candidates are often customers, and their interaction in the hiring process will impact how they engage with the brand in the future. Indeed, according to our research, over a quarter will engage more with the company on a personal level after a positive assessment experience.

“At the moment, organizations clearly aren’t assessing for the right attributes, and that is setting candidates up for failure later on. Companies should consider more modern assessment methods such as scientifically-designed games and video interviews, which contribute to a faster, more candidate-centric application process but are also extremely effective at predicting an applicant’s potential and matching him or her to the right job. This benefits everybody: recruitment leaders can cast a wider net and then choose from a better qualified and more diverse pool of applicants; candidates feel valued and engaged throughout the hiring process; and organizations boost their bottom line by finding talent that will thrive, while minimizing churn.”

Senior Editor Lisa Baker is the owner of Need to See it Publishing Group, providing contract news for business and news sites across the UK.