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Why Your Organisation Should be Using Psychometrics

Why Your Organisation Should be Using Psychometrics

Why Your Organisation Should be Using Psychometrics

The term 'psychometrics' can often get batted about when thinking about making new recruitment decisions, but what does it really mean? and why should you be using them? 

In short, psychometrics refer to an objective way to measure attributes such as aptitude, critical reasoning and behavioural style. For a test to be ‘psychometric’, it must be standardised, reliable and valid, as well as consistent in its content, administration and scoring. This ensures the test is accurate and measures what it is supposed to, whilst avoiding the influence of subjective biases.

Psychometrics are often used to help employers identify the most suitable candidate for job applications or promotions based on the extent their cognitive abilities and personality match those required to perform the role.

The tests can be used in early stages of the recruitment process, before an interview to identify interesting discussions to be had, at a later stage, or for development and onboarding.

So now you know what they are, but what about why you should use them and what do they offer?

 

1. Information you can't get any other way. 

Psychometrics capture the aspects of a person that you cannot pick up from a CV. Both hard skills (ability tests) and soft skills (personality questionnaires) provide a deep and holistic view of a person's behaviour and skills at work. 

 

2. Reduce subjective bias in the recruitment journey. 

Automated scoring algorithms eliminate human error and provide a fair and objective way of measuring candidates. All candidate data is compared to a large group of peers so that you can understand how their scores/answers compare to others. This standardised method ensures all candidates are treated equally.

 

3. Economise time spent by recruiters/HR professionals. 

Candidates can sign themselves up, the results generate automatically and feedback reports can be sent out automatically too. The platform speeds up the recruitment journey at every stage, whether it's sifting, designing interview questions, providing feedback or matching profiles to 'what good looks like'.

 

4. Flexible bespoking.

Our online assessment platform Psycruit, allows you to pick and choose from a library of scales to create a personality questionnaire that measures the traits that you are most interested in. You can also incorporate your organisation's branding by including your logo on the candidate journey and reports free of charge.

 

5. Predictive. 

Psychometric tests are the single most effective predictor of job performance available, outperforming all other commonly used selection methods such as interviews, CVs and application forms.

 Psychometrics in business - Odd one out

6. Candidate friendly

Our platform has been specifically designed to be friendly, engaging and intuitive. By creating an engaging recruitment journey, it is one of the first opportunities to impress candidates and attract the top talent. Research has also shown that candidates respond positively to the face validity and fairness of psychometrics; indirectly helping boost your brand image.

 

7. Recruitment and development. 

The tools can be used for team and individual development as well as in the recruitment sphere. Reports such as the Team Strength Report is a great tool to use during team development workshops and away days.

 

8. Situation Judgement Tests. 

Provide candidates with real work life scenarios to understand how they approach problem solving at work. Present the tests in our brand new MessageMe format which adopts the form of an instant messenger to maximise candidate engagement and improve accessibility. 

 

9. Values and Culture Fit.

Captures vital information about what motivates and engages your candidates. Crucial for matching the right people to the role, you can understand what drives your candidates and therefore place the individuals that will be a good fit. This leads to increased retention and engagement of new hires. 

 

10. Cost-efficient. 

Psychometric testing helps lower recruiting costs and maximise your efficiency by reducing the risk of a bad hire

 

11. Maximise the data. 

Use the results during recruitment, but also in the post hire phase with the specialised Onboarding Report.

 

12. Access to a wide range of collateral. 

Regular webinars, training library, blog and marketing collateral are all provided to support your use of the platform. As well as a dedicated Business Psychologist to help you with implementation and ongoing support. 

 

Here at Criterion we offer a range of psychometric tests, including situational judgement tests, personality questionnaires with a variety of relevant reports, ability tests and the new addition of Message Me (a behavioural assessment in the form of an instant messaging service). Head over to our website to find out more about what we can offer or contact us at letterbox@criterion.co.uk / 01273 734000.

 

 

Published by Lily Harvey

July 26th, 2018 | Psychometrics, Development, Recruitment, onboarding

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