Psychometric testing uses a variety of tests, tools, and techniques to measure and assess a candidate’s suitability for a role or an organisation. Tests enable businesses to save time and money, identify the best candidates, and recruit people who have high potential. In this post, we look at three of the key ways in which psychometric testing can help with recruitment.
High Quality Hiring
As an important element in a wider recruitment strategy, psychometric testing can help employers make better-informed hiring decisions. While psychometric test scores alone can’t guarantee a perfect candidate, they do provide valuable information beyond the standard application form, CV, and interview.
The vast majority of large companies and organisations, including the NHS and armed forces, use psychometric testing in their recruitment processes, which is indicative of its value. Essentially, psychometric testing goes beyond determining whether a candidate has the required skills and aptitudes. It helps determine whether a candidate is a good fit for an organisation and its culture. Psychometric testing provides insight into a candidate’s attitudes, beliefs, and values, which go way beyond what’s provided in a CV.
Moreover, psychometric testing provides prospective employers with valuable information that mitigates the risk of making a bad recruitment decision. It doesn’t remove the risk completely, but it does provide organisations with invaluable insight which augments other information sources to paint a more complete picture of the prospective candidate. Also, it can identify existing and prospective employees with high potential.
Identifying Leadership Potential
Identifying employees with leadership potential is key to the long-term success of many organisations. Psychometric testing is very effective in identifying high potential.
To recruit high potential candidates, they must firstly be identified during the recruitment process. High potential individuals can be identified by certain behavioural qualities and characteristics that they demonstrate. High potential candidates tend to exhibit a number of key attributes such as their abilities, drive and social skills.
Psychometric testing plays an essential role in identifying candidates who have these desired attributes. Combining psychometrics testing with a well-structured interview process is recognised as one of the most effective ways to identify high potential and to recruit people with leadership qualities.
Psychometric testing provides valuable standardisation to the recruitment process. As all candidates are subject to the same testing under the same conditions and constraints, fair candidate comparisons can be made. Psychometric testing also supports objectivity by removing much of the subjectivity that’s involved in traditional recruitment processes, based purely on CVs and interviews.
Standardised psychometric tests establish a level playing field for all candidates. The results valuably augment CVs and interviews to give a more rounded, complete picture of candidates, their skills, capabilities, attitudes, and values. Standardised psychometric tests provide an objective way to go beyond CVs, which are largely focused on the past, by looking into the future of a candidate’s potential. As they are standardised, psychometric test results can be compared to identify the very best candidates who will hit the ground running.