Tinder, Happn, Inner Circle or Bumble? Plenty of choice and it's child's play. Whether you swipe left, right or up , you fly through the offer. You don't even realise you've made a choice, because before you know it, you're already looking at the next good-looking guy. Have you been in a relationship for years and have no idea what we are talking about?

This video will give you a good impression:

Bad Swipe 

At the moment know we (humans) make decisions based on various unconscious biases. In many cases, these quick decisions are useful, because they allow us to avoid wasting time and energy on an extensive thought process. However, it also happens that we take ill-considered decisions, because we do not take the time to objectively substantiate our choices. Both in our personal and professional lives. 

Unconscious biases are common in the workplace. Especially when recruiting and selecting potential employees. Of course we know that the decision to hire a candidate should be based solely on their ability to do the job well. Yet this still happens too little, because external factors clouding our judgement. These subjective decisions within the selection process can result in selecting the wrong candidate, in other words: a bad hire. And a bad hire has a lot of consequences negative consequences for the organisation, mainly with regard to high costs and a loss of time.  

Fortunately, we can also use professional tools in the selection process, which allow us to make decisions based on evidence rather than subjective assumptions. To get you started, we have divided the selection tools into three clear categories: 

The Traditionals

An extensive - but reliable - measurement of the candidates, which gives you insight into the qualities and talents of groups of applicants for a certain job profile. This allows you to make a reliable selection from all candidates who apply and easily compare the match and competency scores of several people. The advantages at a glance:

• Proven for decades

• Scientifically substantiated

• Predicts work performance

• Comprehensive reporting

2. The New Skool

In the meantime, the next generation tools are also emerging. These technologies provide an innovative application experience, in which candidates complete a series of neuroscientific games. The results of the candidates can be compared to a benchmark, allowing you to assess candidates objectively and accurately. The advantages?

• Gamified approach

• Scientifically substantiated 

• Prioritises candidate experience 

• Benchmark

3. The Giants

More than 100 candidates per year? These pre-selection platforms automate your recruitment process and identify the best applicants based on data. This makes these platforms extremely suitable for assessing large numbers of candidates. You choose the test that best matches the predictors of performance. In addition, in some cases the candidate experience can be tailored. Ideal for:

• Large numbers 

• On the basis of data

• Identifying top performers

• Validated matching scores

Are you ready to Unfurl?

Many people would agree that swiping on your mobile phone is secretly quite fun. Don't think, but make your decisions automatically. Yet we must guard against this evolutionary process, because it also allows us to make significantly less good choices. And in a work-related setting, nobody wants a bad hire. That is why it is wise to use an objective tool for your selection process. 

Do you want to know more about selecting the right tooling? Or about a correct implementation of a selection tool? We would love to have a digital cup of coffee with you! Press 'Let's Unfurl' to contact us.