Food for thought: Do We Need Less or More Diagnostics in Personnel Selection?

Food for thought: Do We Need Less or More Diagnostics in Personnel Selection?


Companies are increasingly reporting difficulties in finding qualified staff and filling open positions. In HR communities, there's a discussion about whether companies can still expect candidates, for instance, to complete assessments.

Why do we believe diagnostics should not be overlooked when conducted on equal terms?

  1. Besides filling open positions, companies are also facing the challenge of the #GreatResignation (also known as increased staff turnover). Good diagnostics not only aid in assessing the #JobFit but also the #CultureFit, and can help in early identification and reduction of the risk of unwanted turnover. Our clients report that with the implementation of Hogan Assessments, they have been successful in both aspects.

  2. Recruiting managers report that candidates are dropping out of the process, leading them to consider how to make the #CandidateExperience as pleasant as possible.
    • Of course, the selection process should be designed to be perceived as an equal-level introduction. This includes early communication about how the process is planned, including the benefits for participants, such as insight into their personal assessments, and who has access to this data. We are happy to assist our clients in shaping this communication. Transparent and beneficial communication helps reduce unnecessary frustration and unwanted dropouts in the process.
    • When communication is conducted on an equal footing, candidates perceive professional diagnostics as a sign of quality. They view it as evidence of an objective and fair selection process that suitable applicants are happy to participate in.
    • From our own studies, we also know that candidates who drop out of the process are less suitable for the position. Therefore, they engage in a self-selection process that is advantageous for the organization.

In our understanding, the focus is not so much on simplifying the process as it is on improving the #CandidateExperience through a comprehensible, respectful approach in which time is invested and difficult questions can be asked. #FearOfMissingOut then becomes unnecessary.

At RELEVANT, our daily work shows that careful and well-founded personnel selection, especially in times of skilled labor shortages, makes a significant contribution to selecting suitable talents. The use of evidence-based psychological aptitude diagnostics takes on special importance for the success of companies in the competition for the best talents.