The Human in Numbers – an intriguing topic that is gaining increasing prominence, especially in the realm of recruiting. When seeking suitable candidates for open positions, reliance on quantitative data and analyses is becoming more prevalent to make more or less informed decisions. In this article, we delve into the role of humans within this web of numbers and discuss the significance of personality tests in the realm of recruiting.

The Human Behind the Numbers and the Role of Quantitative Data

Before we dissect the potential candidate into their numbers, it’s important not to lose sight of the person behind those numbers. Every applicant is an individual with a unique character, skills, and talents. It’s crucial to highlight this individuality and also give a stage to the personal aspects. Ultimately, it’s the people who make a company successful, and it’s not solely the numbers by which we believe we can categorize them.

Even when considering the individual, quantitative data cannot be entirely ignored. They play an important role in supporting the selection process and enabling objective comparisons between candidates. In this context, resumes, transcripts, and certificates are often examined to quantitatively qualify the candidates. These data provide insights into many milestones in their career paths and can serve as the initial filter in the application process.

The Use of Personality Tests

In addition to formal qualifications, personality tests are increasingly being used to gain deeper insights into applicants. These tests aim to capture the behaviors, attitudes, and motivations of candidates. They provide companies with the opportunity to learn more about the strengths and weaknesses of the candidate, while also assessing the compatibility between the company and the applicant.

  • Opportunities and Limits of Personality Tests:
    Personality tests can provide valuable insights into an applicant’s characteristics. They allow for the identification of specific personality traits that may be relevant for a particular position. For instance, a leadership role may require a strong sense of teamwork and decisiveness. However, there are also limitations to the use of such tests. Results can be influenced by daily mood, social desirability, and other factors. Furthermore, they may not fully capture an applicant’s individual growth and adaptability.

  • The Ethical Responsibility in Dealing with Personality Tests:
    The use of personality tests in recruiting also raises ethical questions. It is important for companies to conduct and use these tests responsibly, protecting privacy and individual rights. Applicants should be informed about the purpose and use of the tests and have the opportunity to give their consent. Additionally, these tests should always be based on scientific standards.

The Human Component

Despite the increased use of quantitative data and personality tests, the mentioned human component should not be neglected in the recruiting process. Ultimately, no numbers or tests can fully capture the interpersonal potential and creative thinking of an applicant. This is where the exceptional importance of interviews, personal conversations, and interpersonal interaction comes into play, to truly get to know someone.

  • The job interview as a pivotal moment:
    Every adult is familiar with it; some handle it better than others. However, for a potential employer, it’s irreplaceable for gaining deeper insights into the applicant’s personality, communication skills, and soft skills. It’s a pivotal moment for capturing the human aspect. The direct interaction between the employer and candidate, as well as the personal impression, can be crucial in making an informed decision.
  • The value of empathy and intuition:
    More commonly known to the general public as a “gut feeling.”
    Empathy and intuition play an extremely important role in evaluating candidates. Personal interaction allows decision-makers to assess candidates not solely based on numbers and tests. Sometimes, an intuitive assessment of a candidate’s suitability can convey more than all the quantitative data combined.

With all the quantitative data that allows us to compare a person in a quantitative manner, decisions will likely never be made without considering the human aspects. No matter how many tests a candidate takes or how well they fit the profile based on these tests, if they don’t connect well with their colleagues, collaboration is unlikely. To put it scientifically, a holistic approach that combines quantitative and qualitative aspects is the key to truly understanding the person behind the numbers and making informed decisions in the recruiting process.

In the end, both aspects cannot be neglected.

In conclusion, the concept of assessing individuals through quantitative data is a relevant topic, especially in the context of recruiting. Various tests can help identify specific skills and traits of candidates. Undoubtedly, these tests serve as crucial tools in the qualification process.

However, the traditional job interview and personal interaction remain indispensable. The essential human element in this context is not just a “nice-to-have.” The interaction, the job interview, and the intuitive assessment play a pivotal role in evaluating the “fit” between the candidate and the company.

In order not to reduce the person in numbers, it is crucial to take a holistic view of the applicant. This means that quantitative data, personality tests and personal interactions should be considered in combination to obtain a comprehensive picture. People cannot be defined by numbers and data alone, but only through a comprehensive analysis of their skills, experience, personality and motivation.