Benefits of Psychometrics in Recruitment Processes
Psychometrics are often utilised within a company’s recruitment process, however, are rarely used to their full potential.
Most commonly you will see Psychometric tests used in the screening of candidates as well as in final decision making. However it is very rare that a company utilises these tests throughout the whole recruitment process. So how should they be utilised?
Schmidt et al (2006) conducted a meta-analysis on over 100 years of research on personnel selection. The results indicated the best predictors of job performance to be a mixture of: General Mental Ability (GMA) plus integrity test (mean validity of 0.78) and GMA plus structured interview (mean validity 0.76). Therefore most scientific psychometric tests use GMA (alongside other factors) as their main performance predictors at each stage of the recruitment process.
Best Recruitment Practice
The best practice is to integrate psychometrics as early as possible and to continue to use them throughout the recruitment process. By implementing psychometrics at the start during the screening process, it significantly increases the number of desirable candidates moving on to the next stage of recruitment whilst efficiently and effectively sifting through large volumes of applicants. Once the screening processes is complete progress the most suitable candidates forward on to final selection.
Final selection consists of conducting in depth analysis on all candidates providing a far more detailed picture of them. Using psychometrics to look further into the candidate’s characteristics such as aptitude, personality, competence, potential and the company culture fit.
Having applied psychometrics in both the screening and final selection stages, you now have a handful of high calibre candidates to interview. At this stage using a structured interview is important to ensure that your decision will be consistently accurate and fair – improving your chance to hire the candidate with most potential in the role.
Benefits of Psychometrics in Recruitment Process:
- Screening – allows the efficient sifting of large candidate pools, whilst accurately retaining the most suitable candidates. With the only the most suited moving forward onto final selection.
- In Depth Analysis – allows you to test a candidate in more detail, providing a clearer picture of their strengths, weaknesses and potential. Giving you the information to see which of those candidates would be the highest performers in the position.
- Structured interview – Using psychometrics you can ensure you are using reliable and valid structured questions tailored to the role. Resulting in a high-level candidate being hired who has displayed desirable personality and potential.
At Inpsyght Consultancy we promote this practice, not only does it save an organisation time and money during the hiring process but also ensuring you are not having to re-recruit that same position in a few months’ time.
To learn more about the psychometric tests we provide, use the following link: https://www.inpsyght.co.uk/solutions/
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