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3 minuten

The Fit™ combineert 6 instrumenten voor de perfecte fit tussen kandidaat en organisatie

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Met The Fit™ combineert The Selection Lab zes wetenschappelijk onderbouwde psychometrische instrumenten om de kenmerken van medewerkers en kandidaten te kwantificeren. Onderaan de pagina staan een aantal van de bronnen die de wetenschappelijke onderbouwing vormen van de instrumenten.

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‍1. Big Five persoonsdimensies

Allereerst gebruiken we de Big Five persoonsdimensies. De vijf dimensies beslaan extraversie, hulpvaardigheid, consciëntieusheid, stabiliteit en openheid. Welke van deze dimensies belangrijk zijn verschilt per beroepsgroep, maar uit onderzoek blijkt dat consciëntieusheid bij bijna elk beroep een positief effect heeft op productiviteit. Elke dimensie is grondig onderzocht. Onderaan de pagina vindt u enkele van deze onderzoeken.

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2. Emotionele intelligentie

Emotionele intelligentie (gemeten met de index EQ) is in 1995 bekend geworden door de publicatie van het boek Emotionele intelligentie van Daniel Goleman. Goleman onderscheidt vijf verschillende dimensies op het gebied van EQ. Deze zijn het kennen van de eigen emoties, het inzetten van de eigen emoties, zelfmotivatie, het herkennen van emoties bij anderen en het omgaan met relaties. De voorspellende waarde van EQ op de werkvloer is sterk van de context afhankelijk. Waar bij sommige onderzoeken een voorspellende waarde van 50% wordt geclaimd, is de voorspellende waarde in andere onderzoeken bijna nihil. Het zal erg aan de aard van het werk en de organisatie liggen in hoeverre EQ voorspellend is.

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3. Kernwaarden en motivatie

Met kernwaarden kunnen niet alleen culturele groepen worden gekenmerkt. Ze bepalen voor een groot deel iemands kijk naar de wereld om hem/haar heen en verklaren deels iemands gedrag. Kernwaarden staan boven acties en situaties en vormen de standaard binnen een organisatie. Het is dan ook voor groot belang dat de kernwaarden en motivatie van medewerkers overeenkomen om misfits te voorkomen.

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4. Bedrijfscultuur

De bedrijfscultuur kan sterk per organisatie verschillen. Binnen een grote organisatie kan er binnen verschillende afdelingen daarnaast ook nog gesproken worden van subculturen. Voorbeelden van zaken die onder bedrijfscultuur vallen zijn de manier waarop men onderling communiceert, de manier van leidinggeven, level van creativiteit en structuur, mate van innovatiedrang en van onafhankelijkheid. Wetenschappelijk onderzoek toont aan dat een goede fit van medewerkers in de bedrijfscultuur leidt tot hogere werktevredenheid, hogere retentie en betere prestaties.

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5. Grit

Grit is een combinatie van doorzettingsvermogen en passie voor langetermijndoelen. Professor Angela Duckworth heeft het begrip op de kaart gezet en het heeft geleid tot een stortvloed aan pers. Grit bepaalt hoe je omgaat met tegenslag en hoe vasthoudend je bent in het najagen van je langetermijndoelen. Iemand met veel grit wisselt niet snel van interesses, kan goed met tegenslagen omgaan en geeft niet snel op. Voor een uitgebreider artikel over dit onderwerp klik hier.

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6. Cognitieve intelligentie

Tot slot meten we bij de kandidaten hun cognitieve intelligentie. Dit instrument wordt niet ingezet bij het kwantificeren van de huidige medewerkers, tenzij de organisatie dit wenst. Dit doen we omdat cognitieve intelligentie gebruikt dient te worden als drempelwaarde en boven deze waarde amper een voorspellende kracht heeft. Voor een uitgebreider artikel over dit onderwerp klik hier.

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Bronnen:

Barrick, M. R., Mount M.K. (1991). The big five personality dimensions and job performance: a meta-analysis.
Hogan, J., Holland, B. (2003). Using theory to evaluate personality and job-performance relations: A socioanalytic perspective.
Hunter J. E., Schmidt F. L., Jackson G. (1982). Meta-analysis: Cumulating research findings across studies.
Lang J. W. B., Kersting M., Hülsheger U. R., Lang J. (2010). General mental ability, narrower cognitive abilities, and job performance: The perspective of the nested-factors model of abilities.
Mayer, J. D., Roberts, R. D., & Barsade, S. G. (2008). Human abilities: Emotional intelligence. Annu. Rev. Psychol.
Bar-On R. (1997). BarOn Emotional Quotient Inventory: Technical Manual. Toronto: Multi-Health Systems.
Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries.
Ros, M., Schwartz, S. H., & Surkiss, S. (1999). Basic individual values, work values, and the meaning of work.
Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals's fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit.
Cameron, K. S., & Quinn, R. E. (2005). Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley & Sons.
Duckworth A. L., Peterson C., Matthews M.D., Kelly D. R. (2007). Grit: Perseverance and Passion for Long-Term Goals.
Suzuki, Y., Tamesue, D., Asahi, K., & Ishikawa, Y. (2015). Grit and work engagement: A cross-sectional study. PloS one, 10(9), e0137501.
Hunter J. E., Schmidt F. L., Jackson G. (1982). Meta-analysis: Cumulating research findings across studies.
Lang J. W. B., Kersting M., Hülsheger U. R., Lang J. (2010). General mental ability, narrower cognitive abilities, and job performance: The perspective of the nested-factors model of abilities.

FAQ

Can game-based assessments promote diversity in the recruitment process?

Yes, game-based assessments can promote diversity by focusing on skills and behavior rather than traditional criteria like résumés, which may contain unconscious biases. This gives candidates from diverse backgrounds an equal opportunity to demonstrate their potential.

What is a game-based assessment?

A game-based assessment is a testing method that uses game mechanisms to evaluate candidates' skills, competencies, and personality traits. During these games, various aspects such as problem-solving ability, cognitive capacities, and behavior under pressure are assessed interactively.

What are the advantages of game-based assessments?

Game-based assessments can offer an interactive and engaging experience for candidates, which may contribute to a more positive perception of the application process for certain groups. For employers, these assessments provide deep insights into both cognitive and behavioral qualities in a way that traditional tests may not offer. Additionally, they can reduce the likelihood of socially desirable behavior, as candidates in a game environment often respond more authentically and spontaneously.

How reliable are game-based assessments compared to traditional tests?

If well-designed, game-based assessments can be just as reliable, and in some cases even more reliable, than traditional tests because they measure a wide range of behavioral indicators and cognitive skills in a dynamic setting. However, there is a significant difference in quality among various game-based assessments, so it’s important to be mindful of this.

How does a game-based assessment work?

In a game-based assessment, candidates participate in interactive games designed to measure specific skills and behaviors. During the game, not only the final result is analyzed, but also how the candidate makes decisions, responds to challenges, and handles different scenarios. These observations provide insights into their thought processes and behavior patterns.

Are game-based assessments scientifically validated?

The major disadvantage of game-based assessments is that they are relatively new, meaning many have not yet been thoroughly researched by independent researchers. Many companies cite their own studies, but these are rarely independently validated. Without independent research, you cannot be certain of the reliability of game-based assessments. Be aware of this when selecting the most appropriate assessment.

How can game-based assessments contribute to a better candidate experience?

This varies greatly depending on the target group. Due to the playful and interactive nature of game-based assessments, some groups of candidates experience less stress than with traditional tests. Research shows that certain groups (particularly candidates over the age of 35) tend to experience more stress from a game. Additionally, studies have found that men generally perceive games more positively than women.

Can you practice game-based assessments?

Although you can familiarize yourself with the type of games used, game-based assessments are difficult to practice specifically. They are designed to measure natural reactions and authentic behavior, so repetitive practice has less influence on the outcome than with traditional tests.

Will game-based assessments replace traditional tests in the future?

It is likely that game-based assessments will play a larger role in future recruitment processes, but a complete replacement of traditional tests is uncertain. Both methods can complement each other and be used depending on the specific requirements of the role and the company's preferences.

How are the results of a game-based assessment analyzed and interpreted?

The results of a game-based assessment are analyzed based on predefined parameters such as problem-solving ability, reaction time, and behavior under pressure. Advanced algorithms automatically collect and process the data to provide an objective and reliable assessment of the candidate's competencies and skills.

What skills are measured in a game-based assessment?

Game-based assessments measure a wide range of skills. For example, they evaluate a candidate's problem-solving ability, adaptability, decision-making under pressure, collaboration, and emotional intelligence. Depending on the specific design, cognitive skills such as memory, attention, and pattern recognition may also be assessed.

How long does a game-based assessment take?

The duration of a game-based assessment varies but usually lasts between 15 and 60 minutes. This depends on the complexity of the game and the number of skills being measured. These assessments are often shorter and more interactive than traditional tests, which can contribute to a more enjoyable candidate experience.

Are game-based assessments suitable for all roles?

Game-based assessments are particularly suitable for roles where cognitive flexibility, creativity, problem-solving ability, and interpersonal skills are crucial. For highly technical or specialized roles, additional tests or evaluations may be needed to measure specific knowledge and expertise.

What is the difference between a game-based assessment and a gamified assessment?

The difference between a game-based assessment and a gamified assessment lies in the extent to which game techniques are integrated. In a gamified assessment, traditional tests are enhanced with game elements to increase engagement, while in a game-based assessment, the game itself is the primary tool for evaluation. In a game-based assessment, candidates are assessed based on their interaction within the game, which is designed to measure specific competencies.

FAQ

How can I improve my company’s retention rate?

The retention rate can be improved by investing in employee development and satisfaction. This includes offering training, career opportunities, and recognition for their contributions. A culture of open communication and attention to work-life balance can also contribute to higher retention. Additionally, offering competitive compensation and involving employees in decision-making can strengthen loyalty.

What are the benefits of growth opportunities for employee retention?

Growth opportunities can promote employee retention by giving staff a sense of direction and motivation. When they have the chance to learn and develop professionally within the company, they feel valued, which increases their loyalty. This can prevent them from leaving to seek better opportunities elsewhere. kunnen het behoud van personeel bevorderen door medewerkers een gevoel van richting en motivatie te geven. Wanneer zij de kans krijgen om te leren en zich professioneel te ontwikkelen binnen het bedrijf, voelen zij zich gewaardeerd, wat hun loyaliteit vergroot. Dit kan voorkomen dat ze vertrekken om elders betere kansen te zoeken.

What are the key factors that influence employee retention?

Key factors that influence employee retention include salary and benefits, opportunities for professional development, work-life balance, company culture, and the relationship with supervisors. Employees tend to stay longer when they feel valued, challenged, and supported in their work environment.

Why is employee retention so important for organizations?

Employee retention is important because it helps reduce recruitment and training costs for new employees, and it contributes to retaining knowledge and experience within the organization. High retention also ensures continuity within teams, leading to a more stable company culture, higher customer satisfaction, and improved business outcomes.

Which recruitment strategies help improve retention?

Recruitment strategies that can improve retention include identifying candidates who align with the company culture, using assessments to evaluate soft skills, and providing transparency about role expectations during the hiring process. Employees who feel connected to the organization and have clarity about their role are more likely to stay longer.

How can a good onboarding process contribute to higher retention?

An effective onboarding process can contribute to higher retention by helping new employees quickly adapt to their role, the company culture, and expectations. By providing support and clear information from the start, their engagement is increased, and the likelihood of them leaving early due to feelings of being overwhelmed or lacking guidance is reduced.

What is the role of company culture in retaining employees?

Company culture plays a crucial role in employee retention. When employees feel heard, valued, and connected to the values and norms of the company, they are more likely to stay. A positive culture that fosters collaboration, respect, and personal growth can significantly enhance employee motivation and satisfaction.

How can leadership and management style influence retention?

Leadership and management style have a significant impact on retention. Leaders who inspire, support, and coach their team can increase employee engagement and satisfaction. Offering autonomy and trust can lead to higher loyalty, while inefficient or negative management styles can contribute to dissatisfaction and increased employee turnover.

What is the importance of recognition and rewards for employee retention?

Recognition and rewards play an important role in employee retention by showing staff that their work is valued. This can increase their motivation and loyalty. In addition to financial rewards, compliments, promotions, and other forms of recognition can also contribute to satisfaction and retaining employees.

What role does work-life balance play in improving retention?

A balanced work-life balance plays an important role in increasing retention. By reducing stress and improving job satisfaction, employees are more likely to stay with the company. Initiatives such as flexible working hours, remote work options, and respect for personal time can contribute to this balance.

What does increasing retention mean within a company?

Increasing retention within a company means implementing strategies to keep employees with the organization for longer. This can be achieved by improving job satisfaction, offering growth opportunities, and fostering a positive and supportive company culture.

How do I measure the success of my retention strategy?

The success of a retention strategy can be measured by tracking retention rates and turnover rates, and by gaining insights from exit interviews. Additionally, employee satisfaction surveys and feedback from performance evaluations can provide valuable information about the effectiveness of the strategies applied.

What are the costs of a low retention rate?

A low retention rate can bring significant costs, such as increased expenses for recruiting and training new employees. Furthermore, the loss of experienced staff can lead to lower productivity, reduced knowledge transfer, and a negative impact on company culture.

How can I increase employee engagement?

To increase employee engagement, involve them in decision-making processes, regularly ask for their feedback, and recognize their contributions. Offering development opportunities and maintaining transparent communication can also contribute to greater engagement.

How can technology help improve employee retention?

Technology can be a tool for improving employee retention by facilitating communication, feedback, and development. By using online platforms for training, recognition, and evaluation, companies can create a more engaged and satisfied workforce.