Why your candidates are like icebergs

We all know how incredibly important it is to hire the right person for the job, and we also know how much it can cost us – in both financial and less tangible terms – when we get it wrong.

So, when we’re recruiting for a job, we need to thoroughly examine each resume we receive, and check that the candidate has the right skills and experience for the role, right? And then have the best ones come in for an interview, so we can get a good ‘feel’ for how they’re going to act and behave on the job. After doing those things, we should know enough to make a solid decision, shouldn’t we?



Candidates are like icebergs


What candidates show and tell you is only a tiny part of the bigger picture. For obvious reasons, candidates want to be seen in the best possible light, so they’re going to do their utmost to make themselves look as good as possible.


If candidates have done their homework and are serious about the job, chances are that their resume is the result of some careful crafting. Most candidates will exaggerate their skills and experiences in a resume, and it’s also quite likely that someone else has written their resume for them, to present them in the best possible light.


Interviews may give you a better idea of how the candidate interacts with others and how well they know their stuff, which is great. But do they really give you any idea of how a person acts when they’re not on their best behaviour and trying to convince you to give them a job? Will they act the same when they turn up for their first day? Or when they’ve been with you for six months?


Look beneath the surface


Fortunately, we don’t need to rely on these limited measures when it comes to identifying the best people. Good psychometric assessments will let you dig deeper and find out what really makes your candidates tick. Instead of relying on guesswork and ‘gut feel’, they can help you find out:



Valid, reliable psychometric assessments give you the ability to see beyond what candidates want you to see – and present to you in a resume and interview – and get down to the attributes that really matter and have the greatest impact on your organisation’s bottom line.


While you could rely on what candidates want to show and tell you, when making such an important decision about who to bring in to your business, it pays to look below the surface and find out what you’re really getting.


If you’re interested in finding out more about psychometric testing, Revelian have a range of tools that can help so get in touch and watch out for those icebergs!