‘Getting information about a candidate’s knowledge is generally no problem. Diplomas provide insights into that among other matters. But we also want to know a bit more about someone’s personality. A candidate can be very competent but must be able to collaborate with a team.’
Up till four years ago Cauberg, who is also responsible for HR at Nunhems in the Netherlands, would send an applicant from the US or from another country to a local office for assessment. ‘That is expensive and moreover, it took days before you got your hands on the report. That’s why we went looking for a method that could be used worldwide and which is faster and cheaper.’
In his search, Cauberg ran into TMA and has been using this assessment since then for the recruitment of scientists and other employees for the R&D division of Nunhems where 1,700 people work worldwide, of which there are 500 in the Netherlands.
‘We ask the two or three candidates who remain after the first round, to fill in the TMA questionnaire online,’ indicates Cauberg. ‘The advantage is that it can be done rapidly and we can have a report in our hands within a very short time. During the second interview with the applicant, we use that report. It gives sufficient starting points for questions concerning the candidate’s personality.’ According to Cauberg, the candidates recognize themselves to a large extent in the report.
Cauberg has the impression that TMA reports are easy to use for this sort of purpose. He regards the price/quality ratio as more in balance than the traditional descriptions given after an assessment.
‘With this instrument, we are able to test more applicants with respect to their personality. TMA reports are more standardized than assessment findings, but we are able to make a good use of them in application procedures. If it is necessary, we can always have an assessment done for the more senior job positions,’ notes the HR manager.