If you’re finding that traditional recruitment methods just aren’t netting you suitable candidates, it might be time to add psychometric testing to the mix.
Psychometric testing can help predict a job applicant’s likely behaviour patterns, attitudes, mental reasoning and personality type. When used as part of a wider recruitment process, this candidate assessment tool can mean the difference between finding a star employee, and someone who doesn’t fit the culture or job requirements.
Five key benefits of Psychometric Testing
Identifies personality traits
According to psychologist John Holland’s theory, most people slot into six key personality types – artistic, conventional, enterprising, investigative, realistic, and social. Matching aptitude and personalities to ideal job content is crucial for engaged and productive employees. Psychometric assessments can help identify an employee’s likely attitude and behaviour before they have even begun work in an organisation, meaning a clearer picture as to whether or not they will fit into the existing culture, clash with other personalities or find their new job fulfilling.
Puts candidates on a level playing field
Psychometric tests are widely considered to be a consistent and reliable method to predict applicant behaviour and suitability for the role and identify strengths and weaknesses in relation to the job requirements. Most psychometric tests are standard, with all candidates receiving the same, unbiased and objective questions that have been widely used against a wide demographic.
Psychometric testing can’t be ‘faked’
Some job applicants may believe that being the best candidate for the job means providing untruthful or misleading answers during a psychometric test, in the hope of looking more qualified or suitable. According to the University of NSW, psychometric test-makers factor in this possibility, using “faking and inconsistency scales” to spot false answers.
Adds validity to the recruitment process
Job applications can be expertly written, interviews can be blitzed and references can be glowing, even if a candidate is not a good fit for a particular role. Psychometric assessments add validity to the recruitment process because they extract personality traits and likely behaviours that interview questions or referee reports cannot. A candidate might be a star in the interview, but if their assessment reveals they don’t work well in a team, they may not be the best fit for the job.
Psychometric assessments are relatively inexpensive, and the cost of testing candidates to further determine their suitability for the role may prove the difference between finding a candidate who is a great fit and the greater expense of a repeated recruitment process.
If your company is struggling to recruit the right candidates, it might be time to consider psychometric testing to help you find the best person for the job, first time around. If you’d like to implement psychometric testing as part of your recruitment process, talk to us.
Author: Jill Wells
Jill Wells is the Managing Director of WellsGray Recruitment with over 30 years experience in the recruitment industry. Since 1998, Jill has built the reputation of WellsGray as one of Victoria’s leading specialist providers of temporary, contract and permanent staff, having proudly established long-term relationships with its clients and candidates.