Is Psychometric Testing the right tool to use?
Today there is a vast range of psychometric tests on the market, used routinely to identify and/or help develop individuals for appropriate roles in many different industries. Some organisations use them routinely for most roles, while others select them for specific roles. It pays to understand the tangible benefits of the tools; the why and how they are utilised, so we’ll explore these next.
Sell the Benefits
Firstly, many companies we work with have long been reaping the benefits of psychometric tests. This assessment method can help businesses save time and money and help identify an individual’s long-term potential by exploring and measuring their personality type, behaviours and cognitive ability. A leader will want to hear the benefits – the ROI of investing in psychometrics – in order to buy into utilising them. How can you create that understanding?
• Share case studies and white papers that support the use of psychometrics with type of recruitment challenges that you face. There are many examples online to download.
• Run key decision makers through the tools and provide feedback, so that they experience the insights and benefits of exploring the outcomes.
These insights allow leaders to determine how well a candidate might work within a team, their inherent traits, and fit with the culture and pace of the company. These are all key indicators of whether someone is right for that role.
Thinking about the Future
If you consider the business environment over the past 18 months, psychometrics can provide insights to help you fill gaps in teams and to help with development planning. These insights provide value long after the initial recruitment process.
We utilise tools developed by Thomas International (DISC) which are subject to rigorous scientific testing. These determine whether individuals see themselves as responding to workplace situations that they perceive to be favourable or challenging, it reveals whether their response patterns are active or passive. The individual’s behavioural preferences are mapped out in terms of four domains: Dominance, Influence, Steadiness and Compliance and are then explored.
Using this, and other tools, developed by SHL, Kenexa and other test manufacturers, hiring managers have valuable information needed to inform future progression conversations and to help build the talent pipeline.
Agile and Quick Processes
Psychometric tool usage now integrates recent modern technologies such as, artificial intelligence, data analytics and responsive design. Psychometric tests can now be taken directly using a mobile phone (most commonly available device) without any other logistics to be arranged. It is straightforward process to administer, and tests can be completed as and when the candidate chooses, before the deadline.
Saving Costs of Mis-hires
If you just go with your gut, rather than a tried and scientifically validated, insightful psychometric tool, you face the risk of the costs of hiring the wrong person and face the impact that can have upon the team and organisation. A report from the Recruitment & Employment Confederation (REC) has found that over eight in 10 (85%) of HR decision-makers admit their organisation has made a bad hire, and four in ten (39%) employers admit that their interviewing and assessment skills for candidates needs improving. Hiring firm, Bradford Smart, estimates the cost of a ‘mis-hire’ to be anywhere from four times annual salary for supervisors all the way up to 15 times annual salary for vice presidents and executives. It pays to consider using psychometrics to avoid disasters.
And, if you think about it, you have a role to fill and the right candidate to hire, and it’s about bringing these together with minimum complexity. If the tools are used in the right way, then yes, they can help make better recruitment choices. If you are interested in using psychometrics, get in touch with us to find out more.