5 Things You Didn’t Know About Psychometric Testing – But Probably Should
Psychometric tests are objective and standardised tests, based on a scientific method that is used to measure candidates’ mental ability and behavioural style. Typically designed to measure a job applicant’s suitability for a role, the tests are based on personality characteristics, aptitude (or cognitive ability), and can be custom-designed to ensure cultural add.
There are a lot of misconceptions about psychometric tests; here are 5 things to note that will provide clarity and focus to your recruitment process:
1. One size doesn’t fit all
When it comes to choosing a psychometric test for your organisation’s recruitment campaign it’s best not to take a cookie-cutter approach. Every organisation is different, not all tests are the same, and not all will work for your organisation. Any testing suite will also look different within your organisation, depending on the role and what is relevant to test. Some tests are better than others, not all will give you the desired outcome (trial and error is always your friend!).
2. Psychometric testing is the best predictor of job performance
The statistics are in and the numbers don’t lie. Psychometric tests really are the best indicator of how a candidate will perform on the job. Cognitive ability and conscientiousness are the strongest predictors of future job performance. Also, amongst the various different elements measured, problem solving ability is most strongly linked to success on the job!
3. Psychometric testing can reduce staff turnover, improve engagement and retention
Research shows that psychometric tests can reduce staff turnover by 30-40%.
Psychometric testing helps to make informed recruitment decisions and select the best person for the job. It helps to also make the recruitment process more tailored to the individual. For example, personality tests are often used to inform a behavioural interview. This approach ensures that both candidate and company make the right choice – ultimately leading to a more successful match and long-lasting working relationship.
4. Psychometric testing is objective and legally defensible
Psychometric tests are objective – unlike interviews and ‘gut feel’. The candidate either does, or does not, have the required numerical/verbal/logical reasoning skills required to do the job. There is no vagueness or recruiter bias, it’s clear to everyone whether the candidate is the right person for the job. As an employer, it is important that you use objective methodologies in your recruitment process, to ensure fair and equal assessment of all candidates.
5. Psychometric testing goes beyond recruitment
Most organisations use psychometric testing only in the recruitment process and then file away the results once the selection decision has been made. But test results are valid for another 24 months, and can be utilised for the on-boarding and development of new hires. A new employee’s behavioural profile can help direct their development path within the organisation or assist with how they integrate into workplace culture. It can help them to understand their own preferred work behaviours and how to maximise their strengths and seize growth opportunities.
Want to know more? Contact us today to ask us about how psychometric testing can improve the success of your recruitment campaign.