Non-traditional Psychological Methods of Personnel Selection

Standard methods of personnel selection through exchanges or recruitment agencies do not always yield positive results, and the personnel department of the company is not always able to cope with the task of finding particularly important specialists. Therefore, companies start searching for employees using other, non-traditional psychological methods, which help to achieve the desired result in a short time and at optimal cost. These methods are based on psychological theories.

The stress interview is one of the popular traditional HR methods. The HR managers try to create negative working conditions for a job applicant and test his or her reaction on them. However, participants in such interviews feel insulted and offended.

There are also special recruitment methods. In today’s evolving economy, there are an increasing number of organisations that are trying to employ more effective methods of personnel selection. For this reason, the individual characteristics of an employee of an organisation should not be considered separately from the position he/she holds and the social role in the team. Consequently, in the selection of personnel in the company, modern managers resort not only to traditional methods of selection but also to non-traditional.

Brainteaser Interview

So, sometimes, secretaries are offered to take off their shoes to test cleanliness. Another method of recruitment with unusual techniques is the Brainteaser interview. In translation, it means an interview that tickles the brain. The basis of the method is the posing of an intricate question or logical problem to the candidate, the answer to which must be given during the interview. In this way, the analytical thinking of the applicant and his or her creative abilities are tested.

One of the well-known companies adhering to this method is Microsoft. Personnel specialists constantly use this method in their work and even create several questions that are already widely known to the public. For example, such questions can test analytical skills or the ability to solve mathematical tasks.


This science determines a person’s character by his or her appearance. The use of physiognomics is justified only if there is much practical experience in its use, but even in this case recommendations should be given with great caution. Physiognomics should not be the only method of selecting candidates, it is rather an auxiliary method, allowing to support the conclusions of traditional interviewing techniques.


This theory studies the way of processing information by the human psyche. According to the Socionic concept, people’s psyche can be represented in the form of 16 possible variants of perception and processing the information, which corresponds to a certain type of information metabolism (abbreviated – TIM), or socionics type. In socionics, all human sociotypes have names based on which some famous persons most resembled in their behaviour.

So, they are for example types of Maximilian Robespierre and Honore de Balzac. People belonging to the same socionics type show quite typical behaviour in certain conditions and are guided by the same motives in making decisions when implementing certain tasks. The methods of socionics, which emerged at the junction of psychology and computer science, make it possible to get predictions about the behaviour of this or that person and his interaction with certain representatives of other types. The main selection procedure based on socionics is Socionic typing, or, in other words, determination of an employee’s Socionic type. There are several ways to type people including testing and interviewing.


This theory is about a relation between handwriting and individual personality traits. To speak of graphology as a non-traditional method of personnel selection is probably not quite fair, since in France, for example, graphology is quite an official tool for selecting candidates. However, the effectiveness of the conclusions based on graphology is still questionable.


Among the reviewed methods, there is not a single one that guarantees a one hundred per cent “hit” in the selection of a candidate. However, conventional recruitment techniques do not have such accuracy either. Perhaps this explains the growing popularity of the considered unconventional methods, and if there is no one correct way, then maybe it is worth trying all of them… What if it works?

5 Unconventional Ways to Search for Job Candidates

A job candidate is a person who is likely to be selected for a certain position or job. The last years have shown us that the work environment can change overnight, and we will have no choice but to adapt quickly to the new circumstances. Recruitment has begun to move online. And there are many modern innovative HR tools to find professionals.

A candidate is someone who has been vetted through the application process and is a strong consideration for hire. In this article, you can take a look at the most innovative ways to recruit. There are many exciting opportunities with brands such as Casino National.

Video Games

Imagine you are looking for an interesting new job and you don’t need to go to exhausting interviews with boring questions but all you have to do is simply enjoy a videogame similar to modern arcades. And it is a reality! More and more companies are using video games to recruit employees.

Gamification allows them to identify potential candidates by posing real-world problems that require certain skills. This strategy also increases brand awareness: a fun game can connect the brand with positive values and corporate culture.

Dating Apps

This HR strategy also seems to be surprising, but it works! Some creative companies create profiles in dating apps to close their positions. This method can be especially good for creative agencies and businesses to stand out from their competitors.

Internet Technologies in Recruitment

Recruiters have always used Internet resources to find professionals, but this method has become very popular. Many companies are actively seeking new hires through social media, and some of them even do it with stories on Instagram.

This is a powerful tool today to draw attention to your company. This resource will suit you if you want to introduce candidates to the corporate culture, share events and activities taking place, talk about the features and benefits of working in the company, that is, give candidates a chance to see the life of employees from the inside.

Virtual Tours Through the Office

Creating a “virtual office tour” to attract new talents and build the brand is also an innovative recruiting strategy. So, the job applicants can virtually visit working areas, conference rooms and training centres of the company they want to work for. Such tours help the participants learn the daily routine of professionals in the company and better understand its corporate culture.

Secret “Recruiters”

Any job applicant claims to be hardworking and qualified. But you won’t get to the truth until you see him in action. How can you know in advance how a prospective employee will behave? Become a “secret” agent and catch him in the act.

Companies often send recruiters to job fairs, educational institutions and networking events, but there is another strategy to find talents in more unexpected places. Secret recruiters “patrol” retail stores and look for personnel with better customer service skills. They shop around by watching the behaviour of store employees. But the evaluation doesn’t end there. Talent agents also return merchandise and see how a salesperson behaves in such unpleasant situations.


Smaller companies and start-ups often lose out on talented candidates because larger, better-known competitors have opportunities to offer applicants more interesting terms. However, famous companies also have to overcome many recruitment challenges. The innovative recruitment strategies help modern companies to stand out and attract new talents.

Innovative HR strategies also increase brand awareness and test the candidates most appropriately. So, if you find talent in his comfort zone, however, he’s not putting on a show to try to impress you, and you just need to watch how the potential employee behaves. So, an innovative recruitment strategy creates a win-win situation for both HR managers and employees, and they’re not just about digitalisation. These strategies are about a new level of business mindset and a new attitude toward the company’s potential employees.