In today’s competitive recruitment market, it can be hard to find the right person for the job, and it’s clear that the right person is not always simply the one with the best qualifications. It’s important to find someone with the right ‘match’ with your company – someone who will fit in well with existing staff and blend in with the organisational culture. There’s no doubt that a positive culture and productivity can be detrimentally affected by internal discord or conflict.
There is an argument to suggest that psychometric testing can help.
Psychometric testing, or personality profiling as it is often referred to, is becoming more and more prevalent as a recruitment tool. Furthermore, employers are using it increasingly to help with staff retention, to develop training plans and to support team building exercises.
Essentially, psychometric testing is a series of questions or exercises used to develop an insight to an individual’s personality. It can be difficult to judge an individual’s personality profile just by interviewing, and yet one’s personality traits are as vital as qualifications when it comes to being successful in a role.
The internet has contributed to the proliferation of tests on the market, enabling individuals to carry out their own self-analysis on line, but also providing widespread confusion about which tests to trust and which should be treated with caution. Plans are in place to address this confusion and “to assign psychometric tests with the equivalent of a kitemark – an assessment to published standards, governed by quality management systems” (www.recruitermagazine.co.uk, 19 January 2005 ).
This is good news, but in the meantime, how can employers and jobseekers make best use of these tests? Some points to bear in mind:
Be clear on your objectives when using psychometric testing, so that you’re clear on desired outcomes at the outset
Testing forms only one part of the recruitment process. It should always be combined with other, more traditional forms of selection, and should inform the process rather than dictate it.
Use a reputable test, and ensure you have the necessary information with which to both carry it out and interpret the outcome.
Psychometric testing has its place, but is time-consuming and may at times be unnecessary. Examine alternative ways which might enable you to gather the information you need more effectively.
And finally, if you’re the individual that’s completing the test, remember to do so honestly! Most reputable tests have built in mechanisms which spot inconsistencies, so it’s worth being true to yourself and not trying to outwit the system.
Psychometric testing is not the be all and end all of effective recruitment, but – if used effectively – it can significantly enhance the process.
