White paper | Analysis of Professional Skills

RECRUITMENT AND SELECTION 3.0

Introduction

Job or performance interviews might take up a significant amount of time. New technologies have already automated many processes, however, the human aspect remains important. In the 21st century, not only your hard skills will have to stand out as an applicant, your transferable competencies also become increasingly important.

In this white paper, we will explain how digital and custom made selection tools such as the Situational Judgement Test (SJT) can help your organisation select the perfect candidates for the corresponding jobs. The test aims to map out competencies in a valid and reliable way. A business case will illustrate the use of the SJT showing how competencies of newly graduated engineers were matched with the labour market demands.

Download this white paper

 
 
 
 
 

Contents of this white paper

In this paper we explore in detail in which ways technology opens up opportunities in recruitment and how digitalisation can be a win for both job seekers and employers. The following topics will be discussed:

Impact

What impact does digitalisation have on people and their work environment?

Risks

What risks does new technology imply for HR and recruitment?

Personal added value

What is the added value of humans on the labour market?

Situational Judgement Test

How do you recognise or test personal added value?

Advantages SJT

What are the advantages of the Situational Judgement Test?

In practice: a business case

Matching competencies of graduated engineers with labour market demands

The findings are based on the conclusions of the extensive literature study “If technology is the answer, we need to understand the question” 2 (only available in French and Dutch).

Approach of BDO Human Capital

Our Human Capital specialists have a background as researchers at the KU Leuven and create their HR screening tools on the basis of scientific models. Based on the specific wishes and requirements, they design a test that’s a perfect match for the organisation in question. Alternatively, they adapt existing standard tools. These tools are offered in the most appropriate and practical format for that organisation: audio, video or a combination of both, but above all, in a format and style that aligns with the culture of the company and its employer branding. The idea is to minimise any resistance and to obtain results that are actually useful and valuable.

The “Sales” SJT and more

The experts at BDO Human Capital have designed multiple SJTs. The “Sales” SJT, for example, measures skills such as customer focus, persuasiveness and perseverance. In one specific work situation, a salesperson talks with a customer about a quotation. The customer is not completely convinced about the SLA offer and is worried about the technical services with which a great deal has already gone wrong in the past. The candidate doing the SJT must immerse himself or herself in this situation and assess the different response options of the salesperson (appropriate-inappropriate). In this way, the test maps out the candidate’s competencies (relevant for a sales function).

The experts at BDO Human Capital have also designed a whole range of additional SJTs:

  • The “Social Skills” SJT measures important soft skills such as assertiveness;
  • The “Organisational capability” SJT measures planning and adaptive capacity;
  • The “Cognitive” SJT measures cognitive skills such as the ability to analyse information, solve problems, and take decisions;
  • dThe “Telecommunication” SJT, an audio test excellently suited to screening for telecommunication skills;
  • dThe “Basic competencies” SJT, a video-based SJT. This focuses on operational positions and maps skills such as flexibility, collaboration and problem-solving behaviour;

In addition to these generic SJTs, our experts have also designed many customer-specific SJTs.

Discover how we employ a 12-step procedure in practice