Matt Stevens of TalentLens UK looks at the difference in popularity and effectiveness of candidate recruitment methods.
As the below charts illustrate, recruiters face a high amount of choice when deciding how to distinguish between candidates. There are a large range of approaches, varying in their appropriateness and adoption levels.
As the below charts adapted from work by Schmidt & Hunter illustrate, there are several disparities between usage and integration.
The level of popularity vs. effectiveness of recruitment methods debate will endure but what cannot be disputed is that amongst other benefits, the usage of the ability and personality instruments can help recruiters to save time and reduce hiring costs, provide a reliable prediction of workplace task performance and reveal an individual's likely fit to an organisation.
The combination of measurements, especially when incorporated within an assessment centre format, can enhance the process, thus providing a powerful indicator of candidate suitability.
Selecting Talent - The upshot of 85 years of research; Sutton; 2012
The validity and utility of selection methods in personnel psychology; Schmidt & Hunter; 1998