Psychometric Assessment - the measure of success

Looking for the right candidate is not an easy task, and most companies are striving to make the recruitment process more effective. Psychometric testing reduces the agony companies go through by cutting down on interviews and making sure companies are not wasting their time with candidates that are not right for the company.

Eugene Burke, a leading occupational psychologist and global product director for SHL, the global leader in objective assessment, is well placed to comment on the latest developments in psychometric testing. Eugene can
discuss:

Finding the right person for the right job:

Psychometric assessment helps employers to define what is needed for a position and match the right person to the job. Large scale scientific studies have shown that psychometric tests are 3 times more accurate at predicting a personís job performance than basing it on previous work experience (Hunter and Schmidt)

Team fit:

When recruiting it is very easy to select a person that you like rather than someone that will actually fit in with the team and become an asset to the company. Good teams are made up of different personality types and in order to create a balanced team objective thinking needs to be adopted. The easiest way to achieve this is via psychometric assessment, which takes into accounts the impact of different personality traits within a team.

Validity:

Psychometric assessment arms recruiters with an abundance of information about the personality and intellectual ability of candidates. The emergence of products such as SHLís AccessAbility programme gives recruiters the confidence that the results are accurate. Each test is unique, preventing candidates from ícheatingí the system whilst ensuring that the level of difficulty remains constant. Technological advances mean that the days of faking a psychometric questionnaire are long gone.