Psychometric Testing for Recrutiment

Are you tired of hiring the wrong person? Do you want to improve the quality of your recruitment decisions? Are you looking to save time in the recruitment process? These are all common challenges faced by many organisations and businesses today.

The Problem

The recruitment process is a bit of a dance or a game – candidates put their best foot forward and accentuate their positives and minimise their deficits. At the same time, you are trying to read between the lines and get an honest and realistic assessment of candidates.

On top of this, you have biases and ideas about the perfect candidate and how to recruit, but you can also have a bad day, be distracted or just off your game and miss a good candidate.

Typically, the process of selecting staff relies on interviews and reference checks. These are necessary; however, it is the timing of those steps, who asks what questions, and when to incorporate some form of psychometric testing, that marks an effective selection process.

The Impact of Mis-Hires

Poor hiring decisions are costly. Between separation costs, lost productivity, and time spent recruiting and training your next hire, the cost of losing and replacing an employee is enormous. For example, the Society for Human Resource Management (SHRM) reported that on average it costs a company six to nine months of an employee’s annual salary to replace them. For an employee making $60,000 per year, that comes out to $30,000–$45,000 in recruiting and training costs, not to mention opportunity costs.

Our Solution

The introduction of psychometric testing, whether it is IQ, EQ or personality profiling, significantly increases the reliability of structured interviews. Psychometric testing gives you a richer and more complete description of each candidate and therefore significantly improves recruitment decisions. Psychometric testing helps you select candidates based not only on their skills and experience, but also on their cultural fit and potential for growth.

In addition, research consistently shows that the more traditional interview-based recruitment process in isolation is not the best way to predict future performance. This is why Fermion offers high-quality online psychometric testing services for recruitment. We are not tied to any test provider, instead we source the best available psychometric tests that are based on the latest research.

Fermion’s online psychometric testing service allows you to:

• Compare candidates’ intelligence and cognitive abilities.
• Accurately predict training performance and on-the-job learning.
• Predict candidates’ performance on a wide variety of job tasks.
• Determine whether candidates have the right personality fit for a position.

Administration & Interpretation

It is fundamental that psychometric tests are administered and interpreted correctly. Testing is more than emailing an anonymous link to a candidate and then having the results emailed to the hiring manager. We have developed a testing methodology that delivers reliable results. From speaking to all candidates before the testing, to the nature of the verbal and written instructions, and the context-dependent interpretation of the data with the client.

Fermion’s approach is practical, data-driven, and grounded in the latest and best practices of organisational psychology.

ABOUT THE AUTHOR:

Christopher Apps is an Organisational Psychologist and owner of Fermion. I enjoy keeping up to date with the latest research in psychology and sharing that information. There are a lot of fads, gimmicks and clichés in the people & culture field, and I believe it is important to be sceptical of hyperbolic claims about human behaviour and to adopt an evidence-based approach to work.

The focus of Fermion is "Psychometric Testing for Recruitment" and “Recruitment to Retention: How to select good staff and keep them”. If you would like to learn how to select good staff and keep them, please feel free to contact us at Fermion.

“Learn from the mistakes of others. You can’t live long enough to make them all yourself.”

Eleanor Roosevelt.