Psychometric testing help us recruit fair and find talent without bias

Assessments and tests assure the quality of jobseekers and predict their future job performance.

At TNG, we use occupational psychological screening tests as part of our selection and assessment process when we recruit without bias. This provides all applicants with the same chance to showcase their skills and potential when they apply for jobs through us. At the same time, we can assess candidates objectively without relying on ”gut feeling,” and find the candidates who have the greatest potential to do the best work for your company. It’s a method that enables increased diversity and causes fewer mistaken hires.

During a recruitment process, the focus is usually primarily on the merits of the various candidates. The recruiter makes note of and compares work experience and education and reads the CV for the feeling it gives, based on the recruiter’s own experiences and background. But a candidate is so much more than that. Most often, we get stuck in our own prejudices and preconceived notions about age, background and gender when we recruit.

Effective assessment tools

Unbiased recruitment is instead about assessing the candidate’s overall competence based on knowledge, motivation, personality and talent. For anyone who wants to make an objective choice and thus be able to focus on the applicants’ future potential, there are now selection methods and assessment solutions available that are better than the traditional ones. For example, occupational psychological screening tests are an effective tool in selection, serving to establish candidates’ talent and personality. This allows you to select the right candidates to bring in for an interview.

Recruitment tests - what benefit does this give you as a customer?

  1. Accurate, effective and qualitative selection, so that the most qualified candidates will be included in the recruitment
  2. When we measure the potential of each applicant, we bring forth the candidates who possess the qualities you need to reach your desired results
  3. We make an objective selection of the candidates, providing natural diversity. Which in turn contributes to the improved performance of our customers’ businesses, making them more profitable and more innovative

Screening tests for all candidates

At TNG we welcome all applicants since the right skills are always what are in focus. We have all our applicants, regardless of whether they are staffing or recruiting candidates, carry out relevant selected screening tests for the position so that everyone is assessed on the basis of competence. This includes both personality tests and different types of talent and skill tests.

Once the applicants have finished the tests, only then do we read their CVs. In this way, we ensure that the recruiter does not go on a gut feeling but elevates the right candidates as the recruitment process continues.

Our supplier cut-e (one of the world’s leading companies in innovative online testing) has designed a great number of screening tests that our experienced recruiters combine to suit the position in question and find the competency necessary.

We conduct the tests before we read the CV

Testing candidates is not new but doing it early in the process is a relatively new approach. This means that all candidates get the same chance. In our process, it also means that we read the candidate’s CV after he or she has completed the screening tests. We also do not ask about age or for a picture or personal letter, and we hide the candidate’s name in the early selection stage so as not to be subjectively affected by the applicants’ profile.

We have a single motto: always to choose the candidate who has the best possibility of succeeding at the job. In traditional recruitment, a CV with education and experience has been most important but we want to see the full competence and potential of the individual instead of focusing on the past.