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10 Top Tips The Benefits Of Using Psychometrics

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1. Fair selection

Valid, reliable assessments provide a fair method for

selecting candidates based on behaviours/abilities identified as

critical for a specific role.

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Psychometrics which focus on finding the candidates most likely to

perform well in the workplace dramatically reduce the chance of

making a selection error.

2. Significant cost savings in recruitment

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3. Measure aspects which drive performance

Assessments allow for candidates to be selected for the role, future potential

and to fit with organisational values and culture.

Behavioural assessments can measure aspects not picked up by

other methods such as the alignment of motives and talents. This allows for the quality of hire to be increased and key areas for development identified.

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4. Increased employee engagement and job satisfaction 

Environment fit reports enable consideration to be given to the

impact that an organisation’s culture will have on candidate performance.

Increases in employee commitment result in higher levels of engagement

and job satisfaction.

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5. Streamlined recruitment processes

In volume scenarios, assessments help to manage numbers by efficiently sifting candidates. Test scores can then be extracted and presented in merit lists to make analysis easier and quicker.

Assessments can be used for administration that stands alone or be easily integrated with applicant tracking systems to streamline test administration.

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6. Support organisational branding and candidate attraction 

Bespoke high fidelity assessments, such as Situational Judgement Tests,

give realistic workplace scenarios within unique branding opportunities to attract candidates and encourage

self-selection.

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7. Global functionality 

Psychometric assessments available in multiple languages allow for standardised global

projects to be carried out using assessments specifically designed

for volume recruitment.

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8. Talent audit

Behavioural assessments allow candidate strengths to be verified, weaknesses probed, development

points highlighted and specific issues that warrant further

exploration targeted.

The depth of information can provide benchmarks on candidates

and / or existing employees allowing talent to be identified and developed

faster.

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9. Secure and robust  

Aptitude assessments which feature variable content allow candidates to see different but comparable item content from banks of questions.

Behavioural assessments which contain sophisticated distortion

mechanisms help control self-critical and lenient responding.

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10. Utilise the power of the internet  

Online aptitude assessments can provide detailed information about candidate response patterns and shorten administration times. It

also allows for a greater depth of information to be explored.

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Learn more about psychometrics and how they can be applied at our website: