Psychometrics and Testing
Increasingly employers are turning to psychometric tests to help them identify the right candidates for their roles objectively and accurately. Using psychometric assessments can help your organisation save time and money in its graduate recruitment processes.
Psychometric assessments can help you to identify candidates’:
- Abilities – such as in verbal and numerical reasoning
- Personality style and preferences
- Work-specific skill areas such as managerial potential.
Top tips for getting the best out of psychometric assessments:
- Use exercises with strong technical pedigrees in areas such as reliability (consistent results) and validity (testing relevant skill areas)
- Use exercises that relate directly to the important job and person specification criteria, particularly if you are using test results to screen out candidates
- Explain your test processes clearly to candidates so they understand why these are being used
- Consider re-assessing short-listed candidates in controlled settings later in the selection process, if tests are completed online remotely (such as at home)
- After you appoint a candidate, use the psychometric assessment results to help you develop the individual from day one
- You should offer candidates feedback so that the good reputation of your organisation is preserved
- Review test results to ensure there is no adverse-impact on particular candidate groups
- Review test results against the performance of candidates who are subsequently appointed to see how well they are predicting future job success.
For further information on processes and the use of assessments, please visit informedassessment.co.uk