Recruitment and Careers News

First of all, what is Psychometric testing?

Put simply, psychometric testing in recruitment is an aptitude test that uses a variety of different questions and tasks to measure a candidate’s suitability for the role. These questions can be set by the employer. Psychometric testing is a broad term and can include many subject areas. Recruiters use the psychometric test to help aid their selection of which candidates to process to the next level; assessing each candidate to get a clear picture of how they might perform and behave in the workplace.

Although this seems like a new concept psychometric testing has been around for well over 100 years. Tests administered back then were mainly personality tests. Over the years these kinds of tests have changed drastically and now look more closely at someone’s aptitude through more cognitive tests.

What are the benefits of Psychometric testing?

A CV can look great on paper, be ticking all the boxes. However, this doesn’t portray: the candidate’s personality; or how they will fit in with current employees; or how they will react to different situations in the workplace. This is where psychometric testing can be a game-changer in recruitment – now more than ever when more people are working from home. Hiring the wrong candidates can cost a company on average £11,000 per person, from productivity loss, time it takes for staff to become fully effective in their new role, agency fees, advertising fees, cost of equipment etc. Psychometric testing can aid companies to reduce this risk.

Can you prepare yourself for a Psychometric test?

• Be clear on your task

Know what kind of test you’re being asked to complete. Don’t be worried about asking HR or the Recruiter the relevant questions before taking the test.

• Research

Your assessment will differ in length, structure & time limit. Make sure you know the format of the test to prepare yourself for the task ahead.

• Refresh

Refresh your knowledge. Depending on the role, some might use numerical tests. For numerical tests, it is sensible to revise mathematical concepts. For situational judgement tests, make sure you have read up on the company’s policies, ethos, culture & values.

• Check your tech

Tests are usually completed online. Make sure you have all the right equipment you need to complete the test. Eliminate any tech issues so not to hinder timed tests.

• Practice

You can find tests online to practice, a great way of getting to know the pace you need to be at for timed tests and for testing your equipment & internet speed.

• Be Honest

Finally, when you start the test just answer honestly and try not to overthink the questions.

Why use it for recruitment?

I asked our management team here at Eventus Recruitment their views on psychometric testing and why we use it for internal recruitment.

Siobhan Courtney, Managing Director:

“Psychometric testing allows you as the employer to ask the questions around strengths & weaknesses to match up with your job specification for certain roles. Seeing how long it takes for a candidate to complete the test is also a good indicator as to how serious they are about the role.”

Jo Hood, Principal Consultant:

“During my rec 2 rec days I had many big companies use Psychometric testing. Some would use it as a tool for recruitment; but many would use it as a diagnostic tool and rule candidates out based on their answers at the very start of the recruitment process. I felt this was a bit too far as you could be missing out on good candidates. However, when used at the end of the recruitment process, just before the offer stage, it is a powerful tool.”

Amy Watson, Associate Director:

“I personally feel that when used to complement a wider recruitment strategy, psychometric testing can help employers make informed hiring decisions. But they shouldn’t be the sole basis to hire a candidate, or not hire them either! One of the predominant benefits is the ability to benchmark candidates against each other, and against a predetermined set of skills. By comparing results, recruiting managers are able to determine a group average and therefore see which job applicants stand out (or fall behind) for certain skills, rather than purely hiring on experience. Although this won’t necessarily decide which candidate is the best for the job, it helps eliminate those that definitely aren’t.”