Uncomfortable conversations with new hires resulting in terminating the collaboration? Realizing that the great hire you made three months ago is now significantly slowing down the team or negatively impacting the company culture? Although this is not a pleasant experience to have, chances are most of us have been there at least once.
Now, hold on to your hats because the most clichéd line from every motivational book is coming: Every negative experience offers a learning opportunity. And yes, today, we are here to tell you more about ours.
At Revolgy, we always look for ways to leverage technology to streamline our processes. Our adoption of aptitude games in the hiring process mirrors the way we help our clients innovate with cloud solutions. It’s an example of how innovation transformed traditional hiring methods.
We have already spoken about some of the benefits of using aptitude tests in hiring. If you haven’t read about why we ditched traditional interviews or how we streamlined our hiring process thanks to aptitude games, here’s a quick recap:
Each assessment done with aptitude games at Revolgy begins with an introduction to the aptitude games in the context of Revolgy’s values and tech culture. This reflects how we approach our solutions with clients — always ensuring the tech we implement aligns with their business needs and culture.
One of the things that is being emphasized during the first step of the hiring process is summed up in the following sentence: The testing goes both ways. That is to say, aptitude games are not only in place for us to evaluate the candidate’s fit for Revolgy but also for them to better understand our culture and the type of people they will be working with. All of this supports the likelihood of long-term success in the form of high employee retention.
While technical skills and experience are important — and undoubtedly crucial in a tech-driven company like Revolgy — they can often be taught and developed over time.
In contrast, a candidate’s behavioral traits and inclinations are more ingrained and thus harder to re-learn. Examples of such traits can be the ability to make independent decisions, being able to communicate clearly, or taking initiative, and we are focusing on hiring individuals who align with these.
Furthermore, it’s important to note that these traits can have a profound impact on team dynamics, company culture, and overall long-term performance, as well as adherence to Revolgy’s values, such as teamwork, flexibility, and innovation. In hiring, we focus on long-term outcomes rather than quick fixes.
We’ve observed that candidates who excel in our aptitude-based hiring process tend to perform well in their roles and appear more engaged and content within their teams and the Revolgy work environment. Aptitude games have been a helpful and enjoyable way to assess a candidate’s fit for the role and our company culture. This reflects the broader trend we see with our clients who adopt cloud solutions — those who align well with the tech and culture tend to see better outcomes, higher satisfaction, and greater long-term success.
If you are looking for an innovative way to affect the turnover rates, develop a more stable workforce and happy employees, and reduce costs associated with recruiting, hiring, and training new employees, aptitude games might be the method for you. And although the development and implementation of aptitude games can be a significant investment in the beginning — as with any technological investment — they will pay off in the long term.
Are you interested in joining a tech-driven company that values innovation and culture? Check out our open positions and explore your future with Revolgy on our careers page.