The Pros and Cons of Psychometric Testing:
Psychometric testing is a widely used technique for recruitment. It involves the use of standardised tests to assess the behavioural and personality traits, cognitive abilities and emotional intelligence of candidates.
The aim is to provide objective data to help employers make informed decisions about the suitability of candidates for a specific role.
There are many benefits to using psychometric testing in recruitment.
Firstly, psychometric tests are proven to be reliable and objective measures of a person’s abilities and traits. This means employers can make more accurate predictions about how candidates perform in a given role. Additionally, they provide a standardised approach to recruitment, allowing employers to compare candidates based on the same criteria.
Another advantage of psychometric testing is that it can help reduce bias in the recruitment process. By focussing on objective measures, employers can avoid relying too much on personal opinions and other subjective factors.
However, there are also some potential drawbacks to using psychometric testing for recruitment. One of the main concerns is that these tests may not necessarily predict job performance accurately. While they can provide an indication of a candidate’s abilities and personal traits, they may not always translate into success in a particular job
There is also the danger that psychometric testing may be used in isolation, without considering other important factors such as a candidate’s experience, qualifications and work history. This can lead to overlooking candidates who may be well suited for a role but do not perform well on a specific psychometric test.
Finally, there is the issue of cost. Psychometric testing can be expensive, as it often involved hiring specialised professionals to administer and interpret test results. This can be a significant barrier for smaller companies on limited budgets.
Overall, psychometric testing can be a valuable tool in the recruitment process, but it should be used in conjunction with other selection methods. Employers should also be aware of the potential limitations of these tests and consider them in the broader context of a candidate’s overall credentials and experience. This will help ensure they are making the most informed hiring decisions.
Psychometric Testing Do’s and Don’ts:
Profile the role first, this will provide the standard against which you intend to measure, you can do this by creating a role profile and by profiling a sample of existing successful people in the role to highlight common standards, traits and behaviours.
Include the testing at an appropriate point within your recruitment short-listing process. We engage psychometric testing after the first face to face interview. This ensures we are not spending money on candidates who are obviously unsuitable from a telephone interview and initial meeting. It also provides an insight into the candidate and potential areas to explore in more detail at a second meeting.
Use it as part of the whole process, not in isolation, for example to raise questions where the candidate can explain themselves in more detail.
Find a test you trust and stick with it.
Let candidates know they will be asked to complete a test beforehand and ideally on your premises, where they cannot seek support from elsewhere.
Focus on the results without considering other selection criteria, such as interviews, references, skills tests.
Be too rigid; use the test results to articulate what you were already thinking, or to raise important questions to ask.
Chop and change your testing provider.
For more information about the types of tests available and for support with psychometric testing for your business, contact us today at email@example.com, or call 01530 833825