And what if it is an experienced employee for you? No problem – it is only important to choose the person who will be the “best fit”. And then we often come to the problem – what does “best fit” actually mean? Every employer will give a different answer to this question – and that is okay. Most often we are looking for someone who will be loyal to our company, who will fit well into the existing team, and who will have the necessary knowledge, skills and abilities to do the job well. We can continue the discussion and say that we are looking for someone who has a similar value system as us, the same (or even diametrically opposite!) approach to work from us, or someone who will take on certain roles in the team. People are extremely complex beings; on the one hand, similar, and yet so different. And often from someone’s CV or a short conversation with someone we cannot draw a conclusion about all these psychological characteristics. And yet, these psychological characteristics are so important for our “best fit”. And that is where a psychological assessment helps us.
The cost of hiring the wrong employee can be up to two years' gross salary – this is already common knowledge. And the likelihood of this scenario occurring can be greatly reduced by greece whatsapp data psychological assessment. As a psychologist, it makes me happy to see that there are companies that include psychological testing in every hiring process. A psychologist is not an expense or someone who "just evaluates crazy people". On the contrary, he is an expert who can really, really help you find and select competent staff.
Almost every ad says that they are looking for a candidate with so many years of work experience, who has such and such certificates, or who graduated from such and such a school. Unfortunately, I often see in my business practice that employers almost become slaves to these criteria. If we are looking for someone with a minimum of five years of work experience, why do we often reject someone with four years of experience at the start? Does five years of work experience automatically mean that a person will be able to do the job, but four years does not? Is it possible that someone with four years of work experience is actually more capable than someone with five? Let's review these criteria that we so ambitiously included in our ad.
Finally, I would like to address another component: how to attract someone who would be the "best fit" for our company? Employer branding provides an answer to that question. It is a term that refers to the specific marketing and communication activities of a company, with the help of which it presents itself to the market and the target group in a certain light, and with which it tries to attract, hire and retain those people who would be the "best fit" for it. It is a term that is gaining more and more importance nowadays. However, this is not something you will do overnight. Active work on the development of our employer branding strategy is required to see the first results - something that again requires time and energy from us, and brings us back to the beginning of our story.