Preparing for an interview? You may give away more than you realise…

Independent recruitment specialist Tindall Perry Partnership is introducing a pioneering game-based assessment app which will overcome inherent weaknesses in structured interviews.

The Manchester-based company is set to become the first UK search and selection firm to introduce the tool into its recruitment processes.

It combines psychometric assessments with predictive analytics and AI technology to provide a powerful tool revealing more than we might like to about how we actually operate in the workplace.

Candidates complete the new and innovative game on their phone, tablet or laptop.

It takes more than 5,000 data points of how we actually behave while playing the game rather than how we would like to tell you we behave – revealing data-driven and meaningful, job- relevant insights.

“It measures elements of cognitive ability, personality, aptitude and emotional intelligence and it’s proving to be frighteningly accurate,” said Tindall Perry managing director Leyla Tindall.

This coincides with the findings of LinkedIn’s Global Recruiting Survey highlighting both AI and New Interviewing Techniques as two of the key trends for 2018.

While 88% still rated structured interviews as somewhat/very effective, they, not surprisingly, listed many areas where they are not so useful.

It said 63% of structured interviews fail to accurately assess soft skills; 57% fail to identify candidates’ weaknesses and 42% were influenced by the bias of the interviewers.

“Using this ground-breaking assessment to add objective, insightful data into the hiring process can only be a good thing – but most importantly, this is information about real life behaviour that the candidate might not have freely shared as part of the interview process,” continued Tindall.

“And linking interviews to the trends in AI, we get a glimpse further into this brave new algorithmic world with 6% of respondents saying that they believe the best use of AI will be to ‘Interview Candidates’.”

“However putting aside a potential Ex Machina-style world, ‘Screening Candidates’ was one of the most popular uses forecast for AI with the reasons likely to be that it can save time and money, but potentially with significant other advantages such as removing human bias.”

Deepening its partnership with the business psychologists at a Manchester-based global game-based provider, Tindall Perry has together developed a job fit profile for a high calibre, high-performing finance director/chief financial officer.

Joanne McTiffin, associate director at Tindall Perry added: “This follows a widely researched formula whereby workplace behaviour is the product of what an individual can do (ability) and how they do it (style) and they are now populating their own norm groups to validate this profile.”