PRISM for Recruitment
PRISM Job Benchmarking enables recruiters to clearly define what is required to achieve superior performance in a role and then objectively determine which candidate would be the 'best fit'. In essence, it is the science of matching the person who is most suitable for the vacancy in terms of their behavioural strengths, work aptitude and work environment preferences.
The traditional approach to recruiting - relates to factors such as CV, interview, references, skills assessments etc which determines if a candidate has the necessary education, skills and prior experience required to do the job to a high standard and it is fairly easy from a CV and interview to determine if an applicant has all the relevant levels of skill, education and experience for the job, however there are other key issues that need to be taken into consideration during the recruitment process. These are:
- Suitability
- Work Aptitude
- Work Environment match
PRISM measures suitability, the degree to which a candidate’s natural behavioural preferences are aligned with the requirements for high performance in the job. Eligibility, in terms of education, skills, knowledge, experience etc., indicates if the candidate can perform the role to a high standard. Suitability, in terms of behaviour preferences, indicates if the candidate is likely to perform the role to a high standard.
PRISM measures work aptitude. Work aptitude assessment is designed to predict someone's potential to learn or acquire the skills to perform specific tasks. There are many factors to be considered when designing a job specification, but aptitude is one most often overlooked. Although a candidate may be able to do almost anything they put their mind to, that doesn’t mean they will be able to do it to a high standard. Work aptitudes help predict where natural affinity can best be applied. One problem is that people often confuse aptitude and skills. A skill is the ability to perform a task. Although a person can increase their knowledge and skills through education and experience, their innate aptitude is largely unchangeable. It is also important to bear in mind, that success in a career is usually determined by more than one aptitude.
PRISM highlights those work environment factors that are likely to enhance a candidate’s performance and those that are likely to inhibit his or her performance. Work environment is the extent to which an applicant will ‘fit’ into or enjoy a particular work environment or organisation. Teamwork and group projects mean that finding the right candidates to fit into your company’s culture has become essential for success. Despite a candidate’s promising skills and experience, how can you tell if they will be a good fit? Matching a candidate to the requirements of the job is one thing, finding someone that can match the company’s culture can be an entirely separate and distinctive consideration.
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