You’ve collected a substantial amount of information so now you need to spend time analysing it, but the challenge is how do you decide who to hire? However, their psychometric tests could likely reveal different results. Applicants start by applying via your own dedicated, branded company portal. The concept has also been around longer than some may realise. Relying on gut instinct can be a risky approach because of the potential for personal bias to creep in (see below about Unconscious Bias). Finally, each unsuccessful candidate is provided with in-depth feedback. According to People Management psychometric tests are used by 80% of Fortune 500 firms, as well as 75% of organisations listed in The Times Best Companies to Work For.. Talk to our HR Specialists about ways you can improve diversity in your Organisation or Unconscious Bias Training for your staff.

They replace bias ridden intuitive hiring, and provide a reliable shoulder for you to lean on. As well as this, we must assess whether they are the best way to determine if someone can fulfil all of a job’s requirements to a high standard.Â, In this article we will review the benefits and limitations of psychometric testing in recruitment, giving employers the heads up on whether or not to include them in their hiring processÂ, While the word ‘psychometric’ sounds overly technical, it simply defines ways of ‘measuring’ the mind. What Is Psychometric Testing. This means they can find out exactly which skills to develop for any future applications.Â, Interested in finding out more about our fairer, more predictive hiring methods? More and more companies are using psychometric tests to evaluate prospective employees. ).Â, In this test, 32 personality traits are categorised based on how they impact both your work and your relationships with others. Meet one of the HR Central HR Specialists – Leisa Rennie. Psychometric tests can indicate that someone may have the aptitude for a certain skill. Psychometric assessments simplify the recruitment process, making the process easier for you at every stage. RIGHT SKILLS – RIGHT ATTITUDE – RIGHT FOR THE ROLE. Using them at the start could save you time by only taking the suitable candidates to the interview stage but using them at the end could confirm you have chosen the right candidate before you sign that binding contract. In that case, that person needs to be able to motivate and inspire others. Sign up for our products updates to learn about our new features/integrations and how to use them, All rights reserved. Psychometric testing is one way to do this.

Psychometric research has been around since the late 19th Century. Therefore, they could be more aware of what answers recruiters are likely to want to hear.Â.

It is used in selection, development, people management.

According to People Management psychometric tests are used by 80% of Fortune 500 firms, as well as 75% of organisations listed in The Times Best Companies to Work For.

There is often more of a focus on a candidate's personal attributes and character. Most of the companies are now using psychometric tests for selection and recruitment and for the career progression. It can impact your ability to make fair and logical decisions about all sorts of things – from who you hire to the company you award a contract to. Saville Wave is a series of online assessment tools available in 13 minute and 40 minute versions, and is available in over 30 languages. With the industry constantly changing, you have to keep up with the times, or it will make it even harder to find the right candidates. You also have the option to use them at various times during the application process. The tests can usually be completed online and require the completion of short answer and multiple-choice questions. Psychometric testing can give real insight to any leader as they have a greater understanding of the way their employees work, think and learn. In other words, the test deters people from offering answers that they think will 'appease' the interviewer.Â, The SHL Management and Graduate Item Bank (MGIB) is a test battery, with a range of assessments to measure logical reasoning skills. But what are psychometric tests? At HR Central we are constantly releasing new functionality and improvements to our software. There are two main issues with psychometric tests.

Psychometric tests were originally developed for use by educational psychologists in the early 20th century. It is also a great idea to discuss results as a team, so that each person has a better understanding of how their colleagues prefer to work and why.

The first issue is that some of the traits they measure are so broad, that it could potentially be tough to truly differentiate between candidates. Why not Request a Demo today?Â, Occupational Personality Questionnaire (OPQ)Â, SHL Managerial and Graduate Item Bank (MGIB). However, we must remember that when these tests were first developed, they were being used by doctors, researchers, and psychiatrists. The advantage of using psychometric testing is that it enhances the likelihood of you hiring the right person for the role and reduces the likelihood of additional recruiting or training costs.
1. We only need to mention the controversy surrounding Paul Flowers. The results from a psychometric test will be analysed and ranked for you so you can easily compare candidates instead of sifting through interview notes, CV’s and application forms. Also unfortunately known as 'The Crystal Methodist', Flowers had a disastrous reign as chair of Co-Op bank. In that case, her unconscious bias didn’t have any direct impact on Toni, but imagine how things might have been different if Sarah had been a recruiter looking to hire new sales staff for Toyota…. At the risk of blowing our own trumpet, we’d like to tell you more about our bias-free recruitment platform.Â, Applied’s recruitment software uses blind hiring, so employers can focus solely on a candidate’s skills and merits. What Are Psychometric Tests and How Are They Used in Recruitment? RPM was originally developed to determine the genetic and environmental factors of cognitive ability. Interviews are used and loved by the majority of employers and rightly so because the traditional methods work. Recently when Sarah purchased a car she booked an appointment with ‘Tony’ to go over the features of the car before she drove it away. This is one of many examples of psychometric tests used by recruiters over the years. Moreover, some of the evaluation criteria can vary on a person-by-person basis. You can create a psychometric test that’s designed specifically to suit your business needs by helping you get the answers you require. Some people may be more familiar with psychometric testing, due to their educational background.

It is a structured method of testing which uses standard, scientific principles to determine an individual’s cognitive ability and behavioural style. Psychometric testing will allow you to take more control over who you’re employing, and long term protect your brand identity. Although important, it doesn’t mean they are the right candidate for the job. Despite their increased usage, questions still remain as to whether psychometric testing is a completely fair hiring method. Introducing our new HR Specialist – Leisa Rennie! They may seem perfect initially, but three months down the line they end up being completely different to what you had expected. But should we be measuring based purely on aptitude? The advantage of using psychometric testing is that it enhances the likelihood of you hiring the right person for the role and reduces the likelihood of additional recruiting or training costs. More and more companies are using psychometric tests to evaluate prospective employees. Candidates have to identify sequences using geometric designs. Subscribe to our fortnightly newsletter. It’s likely you’ll want to hand the scalpel to someone you can be 100% sure that they’ll carry out the job to the best of their ability.Â, Ultimately, psychometric tests can add some colour to your assessment of a particular candidate. They aim to provide the organisation with a guide to the most suitable candidate for a given job.
Contact Us | Privacy Policy | Website by No Grey Creative. Using psychometric tests for hiring is a useful practice in the talent journey to ascertain whether a potential employee shares similar values as that of the organization. The important thing to remember is that psychometric testing should be used to further develop your understanding of the person, but it should not be used in isolation as a basis for hiring someone. These tests help determine a person’s capacity for abstract thinking and problem-solving. Its main applications are recruitment, succession planning, managing and coaching and personal and team development. Why?

These range from verbal and numerical reasoning to identifying trends and patterns.Â, Those who are unfamiliar with ‘psychometrics’ may be envisioning some form of Freudian scenario. One of the tests available is The McQuaig Word Survey which measures personality traits and how a person behaves in his or her current job. Psychometric testing can add an extra dimension to the interview process. To define and benchmark the behavioural requirements of a role, 2. It demonstrates how a person’s disposition is likely to influence future behaviour and it can be used to understand what traits the candidate will bring to the role. If anyone falls below a certain criterion, they can be quickly taken out of the running.Â, Psychometric tests can be particularly beneficial for higher-level job vacancies.

succession planning, leadership programs and coaching and career programs. As the title suggests, these tests are often used to identify candidates for managerial positions or graduate fast-track schemes.Â, Raven’s Progressive Matrices (RPM) are a group of non-verbal tests. Can we be sure that they provide an objective - and more importantly fair - way of evaluating candidates? The tests can usually be completed online and require the completion of short answer and multiple-choice questions.

The successful candidate could be a driver of large-scale organisational change. And what are the benefits of using them?

After all, as human beings we all have cognitive abilities and communication skills - two things which are measured by psychometric tests. Recruitive Launch MTR Partnership’s New Recruitment Website, Recruitive Launch Ex-Military Careers for the US, Recruitive LTD is Proud to be G-Cloud 12 Approved, Our First Virtual Expo – Our IHR Live Experience.

Employers are naturally drawn to people they like or have a connection with. These assessments test numerical and verbal abilities, using questions based on business scenarios.

RPM is particularly common as a pre-interview screening tool, filtering out unsuitable candidates.Â,  Psychometric testing evaluates (and importantly, quantifies) a candidate’s ability to perform a range of tasks, taking their result as indicative of skill. Because a 30-minute interview isn’t physically enough time to get to know someone fully. Have you ever interviewed someone who looks great on paper and interviews well but there’s still something you’re not sure about?

Therefore, many people trusted psychometric testing as a surefire way of finding the best person for a job.