How today’s psychometric tests can help you recruit and retain the right talent

“The key challenge for modern organisations is finding and retaining great talent,” says Charlie Eyre, chartered occupational psychologist and senior editor of test reviews with the British Psychological Society. “Psychological – or psychometric – testing can help ensure the right fit for a particular job, and that the role that matches a candidate’s natural preferences and capabilities.”Over the past 20 years, psychometric testing has become an integral part of the recruitment process. Capable of comparing data from a large number of candidates, psychometric tests can cut recruitment costs, more accurately predict future performance and help reduce staff turnover.It’s widely reported that more than 75 per cent of The Times Best Companies to Work For and 80 per cent of Fortune 500 firms use psychometrics in some capacity. And the days of pen-and-paper questionnaires are largely over – the modern testing process is generally a user-friendly online experience, with psychologically robust tests administered online with the support of qualified professionals. What do psychometric tests measure?“Psychometric tests objectively measure an individual’s thinking, disposition or behaviour,” says Eyre. “They’re designed to target particular attributes, and if they are developed in a systematic way, the end user can be confident they’re actually measuring what they claim to measure.”For example, many personality inventories are linked to the big five attributes of personalities – openness, conscientiousness, extraversion, agreeableness, and emotional stability. “There is no one-size-fits-all personality profile,” says Eyre. “We look at the job requirements – what are the particular traits that would maximise success in that position?” Using psychometric tests effectivelyPsychometric tests are already widely used in entry-level recruiting, providing a cost-effective means of screening applicants in high-volume recruitment processes. “Tests can show how an individual might behave in certain situations,” says Eyre. “For example, if they’re put under pressure, what factors might affect their decision making or reasoning?”With senior positions, tests are likely to be used as part of a more in-depth exploration of individual suitability for a job. As Eyre notes, tests are self-report measures – they don’t tell an absolute truth, but are a useful exploratory tool: “It’s a good idea to follow up with an interview, to explore through real-world situations where they have demonstrated these behaviours.” Psychometrics for individual performanceIn an era when the psychology and personal behaviour of senior corporate leaders is under more scrutiny than ever, psychometrics can also provide key behavioural insights. “Psychological testing can provide a better understanding of what motivates an individual and what might be their potential derailers in stressful situations, and how that might manifest itself in their behaviour with other people,” says Eyre. “Undesirable behaviours at the top can be magnified throughout an organisation, so testing can help ensure the right leaders are selected.” Psychometric test results are not only valuable in the recruitment process, but also in ongoing talent management. “In a constructive coaching conversation, they can be a useful tool to expand on an individual’s personal insights into their behaviour, motives and natural tendencies,” Eyre says. “Keep the dialogue open on what their future career looks like – and how it can be mapped to their preferences and capabilities as demonstrated through the tests.” Can psychometrics create a more inclusive workplace?Psychometric tests have the potential to create more inclusive workplaces, when they are used to provide an objective assessment of job-relevant criteria. Traditional job interviews may be less than objective – weaknesses can include unstructured questions that don’t allow for a fair comparison between candidates; stereotyping by sex, race, disability, marital status or criminal record; or giving preference to candidates with similarities to the interviewer. Psychometrics helps avoid unconscious bias by focusing on specific aspects of behaviour and skills – although HR teams need to ensure the test they choose is also bias-free. Reputable test publishers will have looked into whether protected groups score differently, and will have provided evidence of this analysis within the published user and technical manuals, notes Eyre. Ensuring psychometric tests are accurateRigorous tests will have been developed by experienced test developers (many of whom are occupational psychologists), and will be supported by evidence to demonstrate their validity. “Check any test you’re using has been reviewed,” advises Eyre. “It shows the publisher is willing to submit it to peer scrutiny and evaluation.”The British Psychological Society has set standards for those administering and analysing tests – which these days includes a number of HR leaders who want to take control of the process and enhance their professional skillset. “Qualifications in psychometric test use give the practitioner the skills to not only administer but also judiciously choose the tests they use,” says Eyre. “We see HR directors taking testing qualifications because it’s their name that comes up in connection with recruitment processes or employment tribunals – and ultimately, they’re the ones overseeing the day-to-day operation of talent selection and management.” Find out more about the British Psychological Society’s knowledge and skills standards for those involved in psychometric testing on their website or email enquiry@psychtesting.org.uk

How today’s psychometric tests can help you recruit and retain the right talent

Confirm cancellation

Interests

Interests