{"id":2843,"date":"2017-05-30T10:28:36","date_gmt":"2017-05-30T09:28:36","guid":{"rendered":"http:\/\/www.e-testing.fr\/?p=2843"},"modified":"2023-11-17T15:30:20","modified_gmt":"2023-11-17T14:30:20","slug":"predictivite-tests-recrutement-reellement-efficace","status":"publish","type":"post","link":"https:\/\/e-testing.fr\/fr\/predictivite-tests-recrutement-reellement-efficace\/","title":{"rendered":"La pr\u00e9dictivit\u00e9 des tests en recrutement est-elle r\u00e9ellement efficace ?"},"content":{"rendered":"

Selon \u00ab\u00a0Hiring for attitude\u00a0\u00bb, 54% des recrutements sont consid\u00e9r\u00e9s comme \u201cr\u00e9ussis\u201d, c\u2019est \u00e0 dire que la personne est rest\u00e9e en poste au moins 18 mois suite \u00e0 son embauche. On peut donc facilement conclure qu\u2019un recrutement sur deux est un \u00e9chec. Ces \u00e9checs peuvent mettre en p\u00e9ril le bon fonctionnement d\u2019une entreprise!<\/p>\n

<\/p>\n

\n

Dans 9 cas sur 10, les erreurs viennent d\u2019un probl\u00e8me comportemental et pas forc\u00e9ment d\u2019un probl\u00e8me de comp\u00e9tences. La probl\u00e9matique est donc de trouver la solution miracle qui permettra de s\u2019assurer d\u2019un bon recrutement.<\/p>\n

 <\/p>\n

Dans tous les cas, les tests de comp\u00e9tence ont une place cl\u00e9 dans le processus mais si on creuse un peu les recherches, on s\u2019aper\u00e7oit que certaines tendances pr\u00e9conisent de les accompagner de tests de personnalit\u00e9.<\/p>\n

 <\/p>\n

En effet, les chercheurs de la Harvard Business School<\/a> ont test\u00e9 un \u00e9chantillon de 300.000 candidats et montre que si l\u2019on combine tests de comp\u00e9tences et de personnalit\u00e9, on augmente de 15% l\u2019efficacit\u00e9 du recrutement (compar\u00e9 \u00e0 un recrutement sans test).<\/p>\n

 <\/p>\n

Si l\u2019on se penche sur l\u2019\u00e9tude men\u00e9e par Schmidt & Hunter en 1998 on s\u2019aper\u00e7oit que si l\u2019on introduit un test de connaissance \u00e0 un entretien bien structur\u00e9, l\u2019efficacit\u00e9 augmente de 12%. Ces deux \u00e9tudes nous permettent de mettre en avant le fait que les tests de connaissance sont indispensables pour un recrutement r\u00e9ussis. Mais il ne suffit pas et pour essayer d\u2019\u00eatre plus efficace, il ne faut pas oublier le facteur humain, comportemental. Un bon candidat doit aussi s\u2019int\u00e9grer \u00e0 l\u2019\u00e9quipe de travail et \u00e0 la mentalit\u00e9 de sa nouvelle entreprise sinon cela deviendra difficile. Le co\u00fbt que repr\u00e9sentera ces tests compar\u00e9s \u00e0 l\u2019efficacit\u00e9 gagn\u00e9e est donc minime.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Selon \u00ab\u00a0Hiring for attitude\u00a0\u00bb, 54% des recrutements sont consid\u00e9r\u00e9s comme \u201cr\u00e9ussis\u201d, c\u2019est \u00e0 dire que la personne est rest\u00e9e en poste au moins 18 mois suite \u00e0 son embauche. On peut donc facilement conclure qu\u2019un recrutement sur deux est un \u00e9chec. Ces \u00e9checs peuvent mettre en p\u00e9ril le bon fonctionnement d\u2019une entreprise!<\/p>\n","protected":false},"author":2,"featured_media":2862,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center 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