{"id":42941,"date":"2024-10-25T16:00:00","date_gmt":"2024-10-25T10:30:00","guid":{"rendered":"https:\/\/www.foundit.in\/career-advice\/?p=42941"},"modified":"2025-09-29T12:40:16","modified_gmt":"2025-09-29T07:10:16","slug":"behavioural-and-cognitive-assessments-the-key-to-effective-hiring-and-retention","status":"publish","type":"post","link":"https:\/\/www.foundit.in\/career-advice\/behavioural-and-cognitive-assessments-the-key-to-effective-hiring-and-retention\/","title":{"rendered":"Behavioural & cognitive assessments: The key to effective hiring and retention\u00a0"},"content":{"rendered":"\n

You just got off that call with the candidate, and you have closed the deal. Great! The candidate has joined your organisation. Cut to three months later, you\u2019re back to square one. Hiring for the same role. Because the candidate wasn\u2019t the right fit. How dreadful, isn\u2019t it?  <\/p>\n\n\n\n

Then you ask yourself if you hired a fish expecting it to fly. Let\u2019s say yes for a moment. Well, how do you hire the fish to swim and a bird to fly?  <\/p>\n\n\n\n

That\u2019s what we\u2019re going to explore in this blog, hiring the right person for the right role using behavioural and cognitive assessments.  <\/p>\n\n\n\n

But let\u2019s first look at what\u2019s happening with the current style of hiring. <\/p>\n\n\n\n

The state of current hiring process <\/strong><\/h2>\n\n\n\n

Let\u2019s dive into the heart of the issue \u2014 the recruitment process<\/strong><\/a> itself. Despite all the advancements we\u2019ve made in technology, our recruitment practices have stubbornly stuck to two tools that are overused: Resume and interview. <\/p>\n\n\n\n

The Resume <\/strong><\/h3>\n\n\n\n

Resumes today are written by software programs and are screened by ATS. There is definitely an advantage here but when it comes to understanding the candidate, we need to go beyond this.  <\/p>\n\n\n\n

The interview process <\/strong><\/h3>\n\n\n\n

We often hand the task of interviewing over to line managers who, quite frankly, aren\u2019t trained for it. They\u2019ve learned the ropes by being interviewed themselves and have developed their own techniques over the years.  <\/p>\n\n\n\n

Research even shows that managers can form an opinion about a candidate within the first 10 to 15 seconds \u2014 that\u2019s barely enough time for someone to say \u201cHello\u201d and sit down.  <\/p>\n\n\n\n

The rest of the interview is mostly a justification of that gut feeling. And that\u2019s where biases creep in, leading us to hire people we like rather than people we need.  <\/p>\n\n\n\n

How biases creep in <\/strong><\/h3>\n\n\n\n

Let\u2019s say a candidate walks in with a tattoo or an unconventional haircut. Some of us may think \u201cThis person seems hard to manage or too casual.\u201d These unconscious biases can skew how we assess their fit for the role.  <\/p>\n\n\n\n

On the other hand, a talkative and articulate candidate might seem confident and capable, but confidence isn\u2019t always about being outspoken or extroverted in an interview. <\/p>\n\n\n\n

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