Partner Article

Why you shouldn't ignore psychometric testing

Leadership experts at Wakefield-based Azure Consulting are urging employers not to neglect psychometric testing when it comes to both the interview process and staff development.

Channel 4’s The Job Interview has thrust the interview process into the spotlight, following real-life interviews in unprecedented detail, as a diverse range of candidates compete for jobs.

Candidates in the series so far have been asked tough questions, including what they would do in certain work-based situations.

But Azure Consulting director Sharon Klein said: “While it’s fantastic to see the interview process laid bare, I’d urge employers to go further and consider psychometric testing to ensure they not only get the best person for new roles, but that they are developing the leaders of the future within their organisation.

“Interviewing can be a selective process, while psychometric testing has been proved effective in numerous pieces of research because it takes a person’s background, education and appearance out of the equation, instead providing objectivity and an element of science.

“While no one would suggest firms rely solely on psychometric tests, they can also be a valuable tool in identifying future leaders within a business, and for individuals to assess themselves so they can take stock of how suited they are for a role, and identify areas for personal development.

“They also come into their own when it comes to choosing a team for a particular project. While this can often be done simply on the basis of who is available, psychometric testing and analysis can pinpoint who would be best suited.”

In psychometric testing, answers aren’t marked as ‘right’ or ‘wrong’. Instead, they are used to show how candidates like to operate and make decisions.

Psychometric tests are usually split into three parts to measure a candidate’s capabilities, aptitude for the job and to determine whether their personality fits with the organisation they are hoping to join.

The method has been used to measure aptitude, intelligence and personality since the early 20th century but has evolved over the years to become a common feature of the selection process.

Example questions

Do you usually get along better with

A) Imaginative people, or B) Realistic people?

Do you consider it a greater shortcoming in a person

A) To have too much sentiment, or B) Not enough sentiment?

Among your friends, are you

A) One of the last to hear what is going on, or B) Full of news about everybody?

In a large group, do you more often

A) Introduce others, or B) Get introduced?

With routine chores, do you prefer to

A) Polish them off at the beginning of the day, or B) Work them into the intervals of a more interesting project

This was posted in Bdaily's Members' News section by Liz Hands .