Benefits of Using Psychometric Assessments as Part of a Robust Recruitment Process

It is no secret that recruiting new employees can be a daunting task. Not only do you have to find the right person for the job, but you also have to make sure that they are the best possible fit for your company and your team. This is where psychometric assessments can play an important role.

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Psychometric assessments are tests that measure various personality traits and cognitive abilities. They can provide valuable insights into how well a candidate would perform in a particular role and help you identify candidates who are a good fit for your company culture and team dynamics. They can also give you an idea of their future “runway” for leadership.

In this article, we'll look at some of the benefits of using psychometric assessments as part of a robust recruitment process.


What Are Psychometric Assessments?


Psychometric assessments are a type of assessment that can measure an  individual's cognitive, emotional, and behavioural characteristics. They are commonly used in businesses to help identify an individual's strengths and weaknesses. There are various types of psychometric assessments, including intelligence tests, personality tests, and achievement tests.

Intelligence tests are used to measure an individual's intelligence quotient (IQ), which is a metric used to assess overall intelligence. Intelligence tests typically include a variety of questions that measure different areas of intelligence, such as verbal comprehension, mathematics, and spatial reasoning.

Personality tests are used to measure an individual's personality traits, including things like extraversion, perfectionism and people orientation. Personality tests can be used to develop an understanding of a person's typical behaviours usually in the workplace.

Achievement tests are used to measure how quickly someone can learn new things. This will provide clarity on how quickly a new recruit will become effective or perhaps how long an internally promoted employee will take to settle into their new role. These tests typically include multiple-choice questions that assess things like memorisation and comprehension.

Psychometric assessments are commonly used to measure an individual's fluid intelligence and personality. They can help understand how they will fit you’re your company culture and their level of learning capability.


Why Do Recruiters Use Psychometric Testing?


There are a number of reasons why recruiters use psychometric testing, but the most common reason is to help identify the best candidates for a role. Psychometric tests can measure a range of attributes, such as cognitive ability, personality, and emotional intelligence. This information can be used to create a profile for each role in your business which can then be used to assess candidates against your needs. The results will be a gap analysis between what you want and the candidate you are assessing.

Another reason recruiters use psychometric testing is to assess candidates' suitability for the role. For example, if the job requires a lot of analytical thinking, the recruiter may use a cognitive ability test to measure how well the candidate performs on numerical and verbal tasks.

Finally, psychometric testing can also be used to help predict how successful a candidate will be in a role. Tests that measure personality can give recruiters a better understanding of candidates' strengths and weaknesses, which can then be factored into the interview process.

For example, if the job requires teamwork skills but a candidate is an introvert who doesn’t want to be part of a team then clearly a psychometric assessment will really help supporting a right decision. A personality test can help recruiters anticipate this and ensure that the right candidates are shortlisted.


Benefits of Using Psychometric Assessments For Hiring


There are many benefits to using psychometric assessments for hiring, including:


1. They Can Help Identify the Best Candidates for a Role


One of the key benefits of using psychometric assessments for hiring is that they can help identify the best candidates for a role. This is because they can assess a range of important characteristics for the role, such as cognitive ability, personality, and motivation. This means that you can be confident that you are hiring the best possible candidate for the role.

Furthermore, psychometric assessments can help reduce the risk of making a bad hire. This is because they can help you identify candidates who may not be a good fit for the role or have poor job performance. This can help to save you time and money in the long run by avoiding costly mistakes in your hiring process.


2. They Help Identify Leadership Potential in Job Applicants


Another benefit of using psychometric assessments for hiring is that they can help identify leadership potential in candidates. This is allows organisations to identify and nurture future leaders from within their workforce. The use of psychometric assessments can help assess an individual’s ability to lead and their potential for growth and development. This will guide a company on the investment they need to make in an employee.

Organisations that use psychometric assessments for hiring often find that they are better able to identify individuals who have the skills and qualities needed to be successful leaders. This can be extremely valuable, as it allows organisations to identify future leaders. By identifying leadership potential early on, organisations can ensure that they have the right people in place to achieve success in the long term.

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3. They Help Ensure Better Quality of Hire


While it is impossible to guarantee that every new hire will succeed, using psychometric assessments for hiring can help ensure that the quality of hire is as high as it can be. It helps to minimise the risk of a bad hire. This is because they are designed to measure an individual’s skills and characteristics, which means you will have a better understanding of who you are hiring.

This knowledge allows organisations to take steps to improve their chances of making a good hire by understanding what skills and characteristics they should be looking for. This can help employers to quickly identify the best candidates for a role while also giving them the information they need to make informed hiring decisions.


4. They Accurately Test the General Intelligence of Applicants


Psychometric assessments can also accurately test the general intelligence of applicants. This is important because it allows employers to identify candidates who are likely to be successful in the role and who have the cognitive ability to learn and understand new information.

Psychometric assessments also help employers to distinguish between high- and low-performing candidates. This is will allow employers to choose the best candidate for the role rather than just the one that might have performed best at interview.


5. Psychometric Assessments Are Cost-Effective


Another benefit of using psychometric assessments for hiring is that they are cost-effective. This is important because it allows organisations to hire top talent without breaking the bank - or their HR budget.

The use of psychometric assessments in the hiring process has been shown to reduce employee turnover rates, which can help to save organisations money by reducing recruiting costs. They can also help to ensure that your hiring process is as efficient and streamlined as possible, which can save you time and money in the long run.


6. They Promote Diversity and Inclusion


Using psychometric assessments for hiring has also been found to promote diversity and inclusion within an organisation. This helps organisations build a more diverse workforce by recruiting from different age groups, from groups with disabilities, cultural backgrounds, and educational levels.

The increased diversity is a benefit for employers as well as employees because it can help organisations become more competitive and forward-thinking.

Psychometric assessments can also be used to provide targeted coaching and mentoring for underrepresented groups within an organisation, which can enhance their performance and drive success.

Blog 1: Should Diversity be a process or a Mindset

7. They Allow Employers to Measure a Candidate’s Emotional Intelligence


Psychometric assessments can allow employers to measure a candidate’s emotional intelligence and cognitive abilities. This helps organisations recruit employees who are not only skilled but also personable and empathetic.

Empathy is an important trait for many roles, as it helps individuals connect with their coworkers and customers. It is also beneficial for employers because it encourages employees to work together effectively and facilitates teamwork.

Empathetic Leadership

When Should Psychometric Tests Be Used in the Hiring Process?


Psychometric tests are relevant when recruiting for any role from entry level to board. They should be used as an integral part of your recruitment process and not used as a “computer says no” decision. You should use the information they provide to help your interview questioning. They are likely to highlight some concerns or perhaps candidate weaknesses and you should use this information to probe further and confirm or reject the data.

They are a great way of ensuring your decision-making process is robust and not purely made on gut feel. At times when a role is difficult to recruit you definitely need to avoid selecting a candidate merely to take some pain away. A bad hire will ultimately cost you more both in time and money and anything to prevent you from making a wrong decision is a positive one.


Conclusion: Are Psychometric Tests Beneficial for Recruitment?


Overall, psychometric assessments offer many benefits for employers when it comes to the recruitment process. They allow employers to measure a candidate’s cognitive ability, emotional intelligence, and fit for the role. This helps to ensure that candidates are not only skilled but also personable and empathetic.

The health warning is not to us them as a “computer says no” tool. If you do you risk on losing out on a lot of top talent that would make a very positive impact on your business.

About the author
Doug Mackay
5 min read

Having started his career in Executive Search in 1998, Doug set up Collingwood in 2005 alongside his wife, Claire Mackay.

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