We all want to put the right person in the right job which is why employers are increasingly looking at how to use a psychometric test for recruitment.
Why use psychometric testing in recruitment?
Traditionally we use various forms of testing during the recruitment process. And if we set minimum levels of qualifications then we are using these outside tests to help us select candidates too.
But what qualifications will not tell you about it the person. Psychometrics, particularly personality profiling, will tell you something about the person and how they think.
Figuring out who someone is, is much more difficult to do than to figure out what qualifications they have. It’s particularly difficult to judge during an interview scenario. Let’s face it interviews are very artificial environments and no one is really being quite themselves.
This is why employers are increasingly turing towards psychometric testing, in a hope that it will help them make better hiring decisions more often.
There are some employers who do not have much faith in a psychometric test approach, preferring to go with “gut feel”.
But as with any test, it is only additional data. It is what we do with the data that makes all the difference. An employer should never let “a test” tell them whether or not to hire a person. But it can help them make a better overall assessment.
Surely it’s better to have more data that you chose to ignore, than to continue in ignorance?
The data can give a more objective overview of a candidate’s character, strengths, weaknesses and working style. And when used as part of an overall recruitment process, can be very helpful.
Use it to improve employee retention by making successful hiring decisions regularly.
What can a Psychometric Test tell you about a candidate?
Another useful contribution is the fact that it remains objective. When you put to humans together, it’s impossible to remain objective.
Human nature sees us form opinions on the people we meet, almost instantly. These can be good or bad but they are always there. So in many ways using a psychometric test is a good way of maintaining fairness in the recruitment process. It is certainly less biased than any human.
Modern test are now carried out online. PeopleMaps is particularly good in this regard as it was designed for the Internet from the outset. Most systems were originally paper based system as they existed before the Internet age. It’s quick and easy for candidates to complete.
Employers can introduce the questionnaire at any stage in the recruitment process. Some use them on all applicants, some just on their short list.
In addition to personality profiling, verbal and numerical testing also falls under the general heading of psychometrics.
PeopleMaps offers a free trial if you want to see if this is what you need to improve your recruitment process.