How & When You Should Use Psychometric Testing In Your Recruitment Practices

The effectiveness of & need for psychometric testing in assessment and interview practices is often hotly debated with some believing that they offer nothing to help navigate the tricky process of hiring the right people. Despite this, according to reports, anywhere between 60% and 75% of businesses in mature markets make use of these tests in some capacity.

So, what is the real purpose of a psychometric test, what do they look for and how can you incorporate these to maximum effect?

The word psychometric basically refers to the measurement of the mind. In most instances a psychometric test is designed to gauge an individual’s skills, motivations, personality and potential. More often than not, this information is put together in a written report with visual infographics included to illustrate the findings more clearly.

Psychometric testing is partly designed to make it harder to “lie” through an interview and is used to measure consistency against interview responses.

Talking to someone directly and then hiring them because you like the way they answer questions can be a dangerous tactic.

Tests are there to be an effective ‘second opinion’ and for employers to validate what they have learnt about you during other elements of the recruitment process. Gut instinct or unconscious bias can be eliminated or reduced through this kind of testing.

Consequently, adding psychometrics to the recruitment process can bring badly needed objectivity.

During interviews, it can be difficult to evaluate a candidate’s personality and traits, with psychometric tests aiming to offer more insight into this area. They can be especially useful in the latter stages of a recruitment process giving pointers for areas that need to be investigated more thoroughly.

The key learning is that psychometric testing should be used as part of a process and in conjunction with other methods of assessment and interview. In addition, different tests have different purposes and it is important for tests to be context-dependant and to select the right tool to find out what you need. Psychometrics should be used as part of a suite of assessments tools and practices and no single test should be used in isolation.

In order to maximise the benefit of any kind of personality testing, it is important to use a qualified and accredited practitioner, and to use a test that will measure what you want to find out.

At Resourceful Pro, we believe in a ‘vendor neutral’ approach to our testing methodology meaning that we can use the most appropriate test and the most appropriate service provider for your requirements.

To find out more on how we can support your recruitment practices, please get in touch on matthew@resourcefulpro.com.au or connect with the team on LinkedIn.