Psychometric tests essentially break down into those that determine aptitude, typically looking at numerical proficiency, verbal reasoning, non-verbal reasoning, or logical reasoning, and those that assess personality. If you use both types correctly, you could radically improve the productivity of your business.
One 2014 survey estimated that employers received an average of 39 applications for every graduate job, so any method of separating the wheat from the chaff without having to go through interviews is going to be welcome.
Psychometric tests provide such an opportunity; you’ll be able to get a reasonably reliable look at how certain applicants perform, making it easy to scan the list and select a smaller group to proceed to the interview stage.
Minimise selection error
Selection errors can be extremely costly for any business. The financial loss is the most obvious; you’ll have paid out salary to someone who wasn’t right for the role. However, you’ll also have wasted resources during training, and will have to begin the selection process over to find someone else who might be more suitable.
Aptitude-based tests will reduce the likelihood of selection errors occurring as you’ll be given a clear demonstration of how well a candidate performs a certain task; personality-based tests can help determine whether someone will be right for your team. Questions are objective, and will compare candidate strengths regardless of their experience and educational background.
Psychometric tests are widely used in the recruitment process, but they can continue to be of immense benefit after the right person has been found.
This is when personality-based tests become more important. Determining aptitude is vital, but a person will work better when you cater to their own individuality. A test like the Myers-Briggs Type Indicator, for example, measures extraversion vs introversion, the way someone tends to take in information, the way someone tends to make decisions, and the way someone tends to react to new information.
Someone who is more introverted than extraverted will tend to perform poorly when forced to do too much team work, while someone who is better at thinking outside the box when it comes to new information may be better at handling a fresh project. The results don’t provide a definitive picture, but they can help optimise productivity by using the right people in the right way.
For more help finding the best candidates for your business, just contact one of the team at Rowlands Recruitment.