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When to psychometrically test?

There are a number of techniques and processes in recruitment, all of which aim to ensure that you recruit the best person for the role and your company.  One such technique is psychometric testing.  Psychometric testing is time-consuming and is an added expense to the cost of recruitment.  So why do many companies use testing and when should you consider it?

Your senior team may have already undertaken psychometric testing to help the team members understand each others’ strengths, weaknesses and working styles, enabling them to manage the business more effectively.   The psychometric testing may have revealed that you have a particular gap in the senior team.  If this is the case, it is important that we fill those gaps so you have a well-rounded and effective senior team.  It is therefore essential that we undertake psychometric testing for the recruitment of new team members.

Where you haven’t undertaken psychometric testing of the current team, is there any point to psychometrically test the prospective new recruits?  It really depends on what you are looking to achieve with the testing.  If you know that you are looking for certain skills, personal attributes or styles relevant to the role, then it can be useful to undertake testing.  The information obtained through the process can reveal useful information as to a possible recruit’s individual strengths, weaknesses and working style. With regards to your team too, if you know you are looking for someone to fill a particular gap (maybe someone who can provide structure, keep the team on track or come up with new ideas for example) then testing can of also help.  If you don’t have this clarity over the type of skills, person and manager you are looking for, it is pointless to undertake any form of psychometric testing.

At the end of the day we can use properly validated, role relevant and standardised psychometric testing to introduce measurable and objective data, bringing a degree of “science” into the recruitment process. This information though needs to sit as part of the whole recruitment process to ensure the best fit for the vacancy you are looking to fill.

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