Psychometric Misconceptions #6: They’re Going to Steal my Job
This is simply not the case. These tools are designed to help you make your job simpler, and your decisions more objective, NOT do your job for you. Psychometrics aim to provide an honest and holistic picture of a candidate, but it is up to you how you then use this information to decide on next steps.
Using psychometrics in line with best practice principles dictates that these sorts of test are more useful when used in conjunction with other recruitment methods. For example, if a candidate completes a personality questionnaire ahead of a structured interview, they can be asked personalised questions based on their responses. In this way psychometrics mean you can get more out of interviews, without them doing the interview for you. The variety of reports we offer mean there is a whole host of information tailored for different uses.
Get creative - how will they work best for you or your clients?
As with most forms of “A.I”, it is designed to help us, not take over. And while psychometrics are pretty smart, I don’t think they’re smart enough to take over the role of a recruiter or HR professional entirely.
That being said, what do psychometrics do that humans can’t on their own?
Be entirely objective
Use information quickly, but accurately
Give a deep and holistic view of a candidate. They measure soft skills and hard skills side by side
Match personality to a job specification
Be highly flexible, consistently. Bespoking means that tests only measure what you tell them to measure
Quickly give candidates a feel of a company’s culture and branding
Measure social desirability
Free up your time to work on other parts of the recruitment process
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If you hesitated using psychometrics in your recruitment process with the fear you will have no job left, think again! Contact us on 01273 734000 or email email@example.com .