Psychometric testing in recruitment has been around for a long time. The first tests of this kind were developed at the University of Cambridge in the 1880s and have continued to grow in popularity as a method for organisations to leverage psychological theories to deduce which candidates are more likely to succeed in their new role and whether they will be the right fit for the company.
They are undeniably a potentially powerful tool in recruitment and can be very effective in helping to make recruitment decisions. In fact, many companies are now using psychometric tests for all employees, not just executive level. However, recruiters should proceed with caution; there are a few things you should know before investing in them and deploying them across your organisation.
What are the different types of personality test?
An employer can use different tests to determine a candidate's job suitability including verbal reasoning, logical reasoning, situational judgement and numerical reasoning. Today, there are two main kinds of psychometric tests: aptitude and personality.
What are the benefits of using psychometric tests in recruitment?
- Provide a good return on investment (if selected and implemented correctly).
Psychometric tests provide a rounded view of a candidate, revealing their logical processes, aptitude for problem-solving, and ability to interpret and analyse a range of data. Just as importantly, they also provide an insight into their personality traits, integrity and how they might fit into an existing team.
Are psychometric tests really as useful as they seem?
- The cost (although research tends to suggest they are good value for money if you make good buying decisions);
- They’re imperfect: think language barriers and cultural backgrounds, for example;
- They require a level of expertise to read and review the results;
- The market is flooded with tests so choosing the right portfolio for your company can be confusing.
Despite the multiple benefits these tests genuinely offer, they still make mistakes, and human judgement is crucial to cut these out.
How could psychometric testing in recruitment help you in the current market?
As we come to the end of 2021, the professional jobs market is highly competitive, which can render the recruitment process challenging for employers. Hiring someone who looks like a safe bet but struggles to settle in or, even worse, disrupts the team can be a costly and time-consuming mistake that employers need to avoid.
What is the future of psychometric testing in recruitment?
As well as the more generalised overview of your candidates that psychometric testing allows, some of the tests adopt a gamified approach to assessment. Situational judgement tests, for example, can involve the candidate entering a virtual reality workplace where they 'meet' colleagues and make decisions based on what they see and hear.
It is thought that recruitment practices will continue to develop over time to include more game and virtual reality psychometric assessment methods. Although traditional recruitment methods are still widely used, it is undoubtedly only a matter of time before more sophisticated techniques are considered standard.
Here’s what we think…
As with many other things in life, a multi-pronged approach is best. Rather than focusing on just one mechanism to evaluate your potential employees, don't put all your eggs in one basket and assess their strengths and weaknesses in multiple ways. Ideally, combine psychometric tests with regular interviews, on-the-spot problem solving, presentations, and consultation with other team members during the recruitment process.
How can we help you?
If you're looking for exceptional new talent in Surrey, we can help. Here's how we can work with your business to support your recruitment as an extension of your HR team. You can call us on 01932 355000 or email firstname.lastname@example.org.