In May and June of 2018 Thomas worked with Version 1 to train their staff to deliver Thomas’ behavioural assessment and cognitive ability test. Later on, they were introduced to the personality assessment. They embedded all three assessments as a compulsory part of the recruitment process prior to interview.
The behavioural assessment in particular enabled them to tailor interviews to candidates based on their profiles, for example, to see how compliant or dominant they are and whether they could cope with the complexities of the role. Together with the cognitive ability and personality assessments, the intention was to get as well-rounded a view of candidates at this stage of the recruitment process as possible.
“What made Thomas solutions stand out from other options,” Alan says, ”was the easy to understand reports that are generated and the amount of supporting options in the background that you can call on to further enhance the employee experience. Plus, the opportunity to extend their usage far beyond the recruitment process.”
Indeed, Version 1 also used the assessments as part of the onboarding process giving managers the full reports so that they could manage this process more effectively too. They were also used in the creation of job profiles, ensuring that they could find the right candidate when recruiting for the role.