HOW TO GET THE MOST OUT OF PSYCHOMETRIC TESTING
Karen Young, Director at Hays Accountancy & Finance
In today’s highly competitive recruitment world, the fight for top talent is harder than ever. Employers are turning to increasingly sophisticated assessment methods to ensure they secure the best candidates – not just to secure high performers for the longer-term, but also to cut the costs associated with high candidate turnover.
The varied means of candidate assessment
In earlier days, a candidate was often hired on the strength of a single, unstructured interview and a ‘gut feel’ from the hiring manager. Today, the array of tools available is quite staggering. Typical corporate recruitment tools and techniques include assessment centres, telephone, video and Skype interviews, plus core face to face interviews, gamification methodologies and psychometric testing.
Of course, like all corporate tools, the success of using even the most advanced recruitment tools lies in the recruitment strategy underpinning the process and the correct interpretation of the results, without which, you are simply left with a set of numbers and indicators in useless isolation!
A closer look at psychometric testing
Psychometric testing is a structured, scientific psychological test which looks at behavioural styles, personality traits and competencies. Typically, the cost and resource involved to successfully use this type of test meant that it was typically reserved for senior hires, but we are increasingly seeing it used for more junior appointments across the board – particularly for specialist roles and graduate recruitment.
Tests will measure everything from intrinsic attitudes through to perceptions and decision-making preferences – often based on the highly popular Myers-Briggs model of personality type. Other test types will include individual responses to varied stimuli based on response theories, such as the Rasch model.
This form of testing is generally viewed as being expensive, and certainly it can be a costly exercise requiring specialist administration, assessment and interpretation of the results. However, even with this investment, many companies are not getting the most from the results generated, and the usage of the data is being limited to the selection process point, rather than being applied more broadly and with greater value.
Other uses for psychometric testing