Member Article

Psychometric testing: Over 70% of companies are – are you?

Over 70% of companies (of all sizes) are using psychometric testing in their recruitment process to help them get a better idea about who their applicants really are – it gives an insight in to their skills, abilities, knowledge and educational achievements. Although this might sound like a standard interview process, what makes this method of assessment different is that it also gives the employer an insight into their applicants’ attitudes, interests and personality traits – kind of like Facebook for recruiters! Let’s face it, it’s not very often that you get the opportunity to delve into someone’s mind when you barely even know them.

In attempt to get to know their potential new staff members before they even step foot in the interview room, many companies implement psychometric testing. But the approach is not limited to big names, many medium and smaller organisations are now building psychometric testing into their interview processes as well. Psychometric testing is becoming particularly popular amongst organisations filling graduate roles as they provide a more rounded view of the applicant, rather than basing their judgement on their degree classification.

If your company is looking to recruit, it’s well worth considering incorporating psychometric testing into your recruitment process. If you’re still not convinced, here are our top 3 reasons for using psychometric testing:

Truly know your candidates.

During a standard interview, it often proves difficult to get a glimpse of your candidate’s true attitudes and personality. The very nature of an interview means that your candidates are trying their hardest to impress - answering your questions in a way they believe will help them to secure the job. It can often be hard to tell what’s real and what’s simply well-rehearsed interview spin.

Psychometric testing allows you to obtain a much more objective overview of your candidate’s character, their strengths and weaknesses, and their working style.

Consistency.

Despite your best efforts, it is not always possible to ensure that the structure and conditions of an interview remain the same. You might pose a question in a slightly different way or alter a role play situation ever so slightly – these tiny changes might seem insignificant but they can have an impact on your candidate’s responses and ultimately, their success.

Psychometric testing is always consistent. All candidates are treated fairly and equally and, unlike interviews, their skills and abilities are tested rather than their ability to pitch themselves to the panel.

Retain your staff.

As psychometric tests allow you to gain a better insight into the skills, abilities, and qualities of your candidates, they help you to better gauge the suitability of the candidate for the role. By introducing psychometric testing alongside your existing interview strategies, you should be able to obtain a better understanding of how well someone will work within the role and, just as importantly, how they will work within your company.

In the long run, this should help you select the right candidates for your company and, in turn, reduce staff turnover. This will ultimately save you both time and money, whilst ensuring the right people are in the right roles.

This was posted in Bdaily's Members' News section by Louise Kennedy .