Companies’ interest in behavioral skills, the famous soft skills, is constantly growing and this is increasingly reflected in recruitment processes. While the personality of candidates have for too long been relegated to the background by employers, it is now becoming decisive. A candidate’s interpersonal skills would even appear in 1st position (82%) of the criteria considered “very important” in front of experience and far ahead of the diploma (9%)!
The importance of matching interpersonal skills, values and corporate culture
Recruiting a candidate who has a personality that matches the values of a company and the key behavioral skills to evolve in his role and within his team is today the assurance of a successful recruitment. Because a candidate who feels good in his work environment will always be more productive and certainly more loyal! At a time when jobs are changing rapidly and in a dynamic job market, questions of employee adaptation and retention are more than ever a real challenge for companies.
But then, how to find the rare pearl, how to identify a candidate’s soft skills? Companies and recruitment consultants have more than one trick in their bag.
Identify soft skills: increasingly innovative recruitment formats!
Unlike so-called technical skills, which are easily identifiable when reading a CV or can only be applied in specific situations, soft skills are transverse skills used in everyday situations. A real boon for companies that are rethinking their recruitment processes and innovating in favor of new techniques. Among the most original, the Escape Game!
The Escape Game
Organizing a life-size escape game rather than a job interview is the new trend in the human resources field. Such a scenario allows the executive recruiter to evaluate many aspects of the candidates’ personality: team spirit, ability to listen, reflect, resist stress, communication, organizational skills, leadership, etc. This provides a more complete overview of the candidate’s profile. On the candidate side, the game breaks the classic evaluation codes, and therefore makes you feel more comfortable. But what about the reliability of this device? Is the escape game a good predictor of the candidate’s success once in office? Are there not behaviors other than those that candidates would adopt in a professional environment? Obviously, we remain different at work and at home. The Escape Game allows the executive recruiter to evaluate, as in the case of a group interview, the relationship with others and the ability to integrate into a group. But it will most often be used in addition to other methods, more recognized as the analysis of the candidate’s personality by an occupational psychologist.
The Personality Assessment
As part of a recruitment process, it enables the candidate’s suitability for a position to be assessed in relation to the key skills defined upstream by the company.
This assessment is carried out in two stages: first, a face-to-face interview with a psychologist, followed by a more in-depth analysis using various tools such as professional behavior questionnaires, aptitude tests and role-playing exercises, the results of which are systematically commented on with the candidate.