Research shows that unwanted turnover costs on average as much as 150% of an employee’s salary, including costs of hiring & training and intangible costs such as lost productivity. A psychometric assessment aims to provide measurable and objective data that can give you a better all-round view of a candidate’s suitability. It can be argued that psychometric testing offers some ‘scientific’ credibility and objectivity to the process of recruiting. It provides a fairer and accurate way of assessing a candidate as all applicants will be given a standardised test. Typically, a psychometric assessment should never be used in isolation but as one component of a wider selection process.
Unlike facets such as education, skills, experience and punctuality, the behavioural traits and personality of a candidate can be much more difficult to assess during an interview. As many of these assessments are available on-line this means they can be quick and easy to integrate into any stage of the process.
The main advantages of using psychometric assessments are:
A / Objectivity dramatically reduce bias and personal perspective
B / Clarity provides a robust framework and structure
C / Equality and fairness for all individuals
D / Increases the likelihood to predict future job performance (high predictive validity)
E / Identification of potential training needs
F / Increase the accuracy and speed of hiring decisions
G / Creates a positive employer brand
Insightt can support your hiring processes to find the best people for your organisation. We start by asking what do you want to measure and why? From this we can build up the most appropriate assessments tools tailored to the requirements of the job from a wide range of providers for both personality and/or ability.