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In the field of psychology, the five dimensions (the ‘Big Five’) are commonly used in the research and study of personality. Since the late 20th Century, these factors have been used to measure, and develop a better understanding of individual differences in personality. The psychometric test was born, providing answers into how an individual's abstract reasoning, how their verbal reasoning tests, and created a slew of other aptitude tests. However the Big 5 is regarded as the "gold standard" due to its decades-long research; it's the only psychometric test to reach scientific consensus.

“Ain’t no party like a neurotic party”, said no one ever. Mostly because it would tend to look like a party thrown by Eeyore from the Winnie-the-Pooh books. Neuroticism is one of the five personality traits in the Big Five Personality Trait model. It's often confused with the word neuroses, which originated from the 18th century.

Traditionelle Bewerbertests sind nach heutigen Erkenntnissen nicht mehr ausreichend. Menschen bilden bereits eine Zehntelsekunde nach dem Treffen erste Eindrücke und Urteile, und das ist selbst bei erfahrenen Personalvermittlern im Rahmen von Vorstellungsgesprächen nicht anders. Beurteilungen, die in den ersten 10 Sekunden eines Vorstellungsgesprächs getroffen werden, können das Ergebnis des Gesprächs vorhersagen (aufgrund des confirmation bias, dem Akt der Urteilsbildung und dem anschließenden Versuch zu bestätigen, dass dieses erste Urteil wahr ist).

From the moment a candidate spots a vacancy, the candidate experience commences. Even if an applicant is rejected after the first round, that individual will remember how they were treated. Making applicants feel comfortable around pre-employment assessments should be prioritized on the hiring journey. Given that $4,000 is the average amount that US companies spend to fill an open position, the pre-employment test needs to be effective. 

If you take a peek in the online world, you’ll quickly realize a couple of things:
1. We use our unparalleled information age to create memes, 
2. Kanye loves Kanye, and 
3. people really, really dislike pre-employment assessments. 

The amount of applications companies receive is astounding. Google alone receives over 2 million applications per year! Hiring can be a tricky business; companies want to find the best match, but also create a competitive edge throughout their hiring process. With unemployment down to 3.6% in the U.S., companies are eager to lock down top talent. Since companies are on the lookout for the talented few, they're looking to technology to aid in of the most critical pieces of the recruitment process: the talent assessment.

Hiring talent remains the number one concern of CEOs, according to the Conference Board Annual Survey. PwC’s 2017 CEO survey reports that chief executives view the unavailability of talent and skills as the biggest threat to their business. Employers also spend an enormous amount on hiring—an average of $4,129 per job in the United States. AI can help recruiters save time while focusing on finding the most qualified candidates.

We understand the needs of human resources. That’s why we created Retorio.

If your goal is to find qualified people, you may want to consider HR metrics for recruitment. Hiring talent usually remains one of the top priorities for most companies. The Conference Board Annual Survey reported that CEOs believe finding talent is their top priority.

And it shows: companies spend $20 billion on human resources; most of that goes towards recruitment vendors. The process of recruitment may take many forms—from the subcontractors in India scouring LinkedIn to application-tracking software to personal interviews.

Eighty percent of US Fortune 500 companies and over 75% of the Times Top 100 companies in the UK use psychometric tests. Should you use them too?

Psychometric tests can, for example, fall into one of two categories: ability (what can you do?) or personality (what are you like?). Like most everything else nowadays, they have moved from paper and pencil to the digital world and can be most commonly found in the form of online tests.

Traditional candidate testing just doesn’t cut it anymore. Humans form first impressions and judgments just one-tenth of a second after meeting someone, and this is no different for even experienced recruiters in the context of interviews. Judgments made in the first 10 seconds of an interview can predict the result of the interview (thanks to confirmation bias, the act of forming a judgment and then attempting to confirm that this initial judgment is true).

Thousands of candidates may apply for a single job. The number of applications received for a single position can be overwhelming, and it can take up to 23.5 hours of time to review all of them. Traditional application screening is drawn-out and inefficient. 

The process can also be frustrating for the job applicant if he or she must wait a long time to hear if they have been selected for the next selection round. Top candidates with offers elsewhere may even drop out of the process if they get impatient. Luckily, artificial intelligence now exists and can help you screen faster, and review even more candidates.

A more thorough candidate assessment process which takes less time. Impossible, right? Not anymore. In our digital world with advancing technology across all industries (including HR), this seemingly inconceivable feat can be accomplished.

Soft skills are extremely important and will become increasingly relevant as more and more tasks become automated. When will being creative or a team player ever go out of style? HR professionals agree: Ninety-two percent of talent professionals consider soft skills to be equally or more important than hard skills when hiring. Although there is a consensus that soft skills are important, 70% of talent professionals read body language as a way to assess soft skills and 57% admit they do not know how to accurately assess them.

Even though you can gather a lot from a person within the first seconds of meeting them, it is difficult to assess whether that person will likely succeed in a specific company or role.

This is where AI soft skills assessments can greatly assist you.

An interview is more than the succession of questions and answers between a candidate and an interviewer. It is rather about how the candidates: 1) present themselves, 2) organize their thinking, and 3) show the ability to articulate on the spot.