IG&H aimed to make their selection process more objective and effective by implementing assessments for all open roles. The goal was to gain deeper insights into candidates' intelligence, competencies, motivations, and cultural preferences and analyze which traits contribute to a successful hire. In the first two years a total of 603 candidates were assessed.
IG&H aimed to make their selection process more objective and effective by implementing assessments for all open roles. The goal was to gain deeper insights into candidates' intelligence, competencies, motivations, and cultural preferences and analyze which traits contribute to a successful hire. In the first two years a total of 603 candidates were assessed.
Selection based on intelligence: Hired candidates scored an average of 17% higher in intelligence compared to rejected candidates. Better competency match: Hired candidates scored on average 4% higher on structured thinking, a key trait within IG&H. Culture and motivations: Successful candidates value collaboration, professional growth, and personal development, while placing less importance on political awareness and internal competition. High candidate satisfaction: Candidates rated the assessment experience 4 out of 5 stars, and 94% felt positive or neutral about IG&H after the assessment. By consistently using assessments, IG&H has created a data-driven and more objective selection process. This has led to better hires, a stronger cultural fit, and higher satisfaction among both candidates and recruiters.
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