Is Psychometric Testing one of the Dark Arts?
By Martin Ellis
When I was a senior line manager out in the “real world” I have to admit I thought these tests were something akin to magic and mystery. I’ve now seen the results of many, many, reports (including on myself – frighteningly accurate!) and I have to admit I’m converted. They bring real value to clients and candidates:
It’s now more common than not for a prospective employer to use some form of psychometric testing on candidates. They want to add an objective measure to increase their chances of making the right selection, as well as a check against their own judgement.
There are many different systems that can be chosen, all of which should reveal a little more about the candidate. They’ll not reveal much about the skills and experience any candidate will have picked up through his or her career, and they will not declare that somebody is either “good” or “bad”, but they should give an insight into how your mind is ordered and how someone may behave in a particular set of circumstances.
At RSE Group we use DiSC. The benefits for us, our clients and candidates are as follows:
- It’s stood the test of time.
- The reports it provides are frighteningly accurate.
- It provides specific written reports for the client and for the candidate.
- It can be completed on-line within 8 minutes.
- It concentrates on peoples behaviours at work.
- It looks at how people behave when they’re under pressure.
- It suggests appropriate questions to ask candidates to test their behaviours.
- It adds an objective measure to what can be a subjective process.
Some people think you can cheat with the answers to get a report to suit the role you’re applying for – OH NO YOU CAN’T!
Candidates shouldn’t be defensive about having to take the tests. They will likely learn something about themselves that will be useful now and in the future. THEY SHOULD JUST MAKE SURE YOU WILL GET A COPY OF AN REPORT THAT IS ISSUED (At RSE we do that as standard).
You can find much more about psychometric testing with some simple online research.
Psychometric testing comes with one health warning:
HEALTH WARNING TO EMPLOYERS
Companies should view psychometric testing as just one interview tool. They don’t replace good interviewing skills and real probing of a candidate’s skills and experience.
DO NOT LET PSYCHOMETRIC TESTING DOMINATE YOUR DECISION MAKING ON RECRUITMENT ON ITS OWN. THEY DON’T COME WITH GUARANTEES – THEY ARE ONLY ONE (IMPORTANT) TOOL TO MAKE BETTER DECISIONS IF KEPT IN BALANCE WITH A GOOD, SOLID INTERVIEW PROCESS.
If you are interested and would like to know more, please call 01424830000 and ask for Martin.