Recruiting practices in many companies have undoubtedly changed in recent years. Traditionally, the application file and interview are still at the center of the selection process for most companies. As a first step, candidates are selected on the basis of qualifications and professional experience. This tempts those responsible to invite only people to the interview who “match” at first glance but don't really suit the company on closer inspection. In addition, companies themselves restrict the field of potential, professionally developable talents. In times when many complain of a shortage of skilled workers, this practice should be reconsidered.
Recruiting new employees is too important to rely only on superficial features. No matter how qualified a person is, if they don't fit into the team or the corporate culture, the employment relationship will hardly result in a top result. The use of professional soft skills analysis makes it possible, even before deciding on an invitation to an interview, to consider not only the brilliant surface of hard skills, but also the previously hidden depths of soft skills.
By using soft skills diagnostics, companies can significantly increase the efficiency of their selection process. They identify candidates who best fit the corporate culture and the requirements of the position, even before they invest time and resources for complex job interviews.
The use of soft skills diagnostics signals to the outside world: This company is progressive, innovative and values “human” skills. This helps attract the best workers and managers who identify with the company's values and goals.
The soft skills analyses are based on scientific methods and tools that have been developed to validly identify soft skills. This includes, for example, creativity, respect, team-oriented action, problem-solving action, etc. The characteristics of soft skills are evaluated in the form of digital surveys. The results provide a comprehensive picture of candidates so that those responsible can make well-founded, unbiased decisions in the selection process.
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