SavvyRecruiter Overview | Tests | Profiling | Reports

There are three main aspects at last, with SavvyRecruiter, psychometric assessment finally fulfils its promise of identifying the most suitable candidates for the job.  It differs in two main respects:

  • Where traditional instruments have offered interesting information about an applicant’s personality and work preferences, SavvyRecruiter provides an objective and accurate prediction of their suitability.
  • Previously, assessments could only be administered and scored by people who had undergone expensive training, or the completed test had to be scored by the test provider.  SavvyRecruiter removes the mystique by automating the administration and scoring of the assessment.  That means that immediately after an assessment is completed, their report is available in plain language, and not ‘psychobabble’

There are three main aspects of the system, each of which represents enormous improvement over what’s gone before:

  • The Tests
    From the drawing board, these have been designed to exploit computing power. As well as taking advantage of the PC’s multi-media capability to offer enjoyable and interesting tests, the system does significant work ‘under the covers’ to ensure the most a more accurate prediction possible. These include:
    • Coached examples for each module – so examinees can’t ‘fail the instructions’
    • Voiceover means all written words are also spoken, ensuring fairness for e.g. dyslexia sufferers
    • Extensive use of timing for improved stability and reliability of responses
    • Adaptive technology; in some tests, when examinee reaches their limit, SavvyRecruiter ‘knows’ they won’t get any more answers correct and moves to next test rather than frustrate the examinee unnecessarily.
    • Innovative tests; the use of multi-media makes it possible to test attributes that can not be measured with traditional pen &
    • paper formats, e.g. distractibility, performance under stressful conditions
  • Profiling
    If there is one aspect that has held back a more widespread adoption of psychometric assessment up to now, it has to be the thorny area of profiling; one of the hardest things to get right with psychometric testing is to know which things ought to be measured for a particular job, and in what proportion. If you get this part wrong, you’ll get an inaccurate recommendation for candidates and you’ll recruit the wrong people, as well as missing out on the right people.  If you get this part right however, you can accurately identify and recruit the right people. And when you reach that level of accuracy, the improvements in staff turnover, employee morale and even company performance aren’t simply a little better – you’ll see a revolutionary improvement!

    SavvyRecruiter, with 3 excellent methods to create the correct job profile in a scientific and objective way is unique in offering you the opportunity to truly get this right.  Whether you use its Competency module, the SavvyWizard questionnaire, or the unique SavvyExpert system, you can be sure that you’ll be providing the business with the real value that comes from confidently bringing the right people into your organisation.
  • Reports
    The reports that you’ll receive about examinees are very easy to adapt to your needs, offering the flexibility to provide as much or as little detail makes sense for the situation – for example, an interview that starts right after the applicant completes the assessment doesn’t leave much time for the manager to wade through an in-depth personality profile.  In such cases, Savvy offers the benefit of a very brief (1-screen) overview that the manager can scan quickly before meeting the candidate.  Unlike most other systems, no additional fee is levied, regardless of the number or format of reports; you are in charge.  For a more detailed look at reports, click here.