Why A Psychometric Test Makes Good Business Sense

By Author: gunjan saini
Total Articles: 46
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Psychometric testing refers to the process of measuring a candidate's natural ability. It is often used in recruitment, by companies who really care about who they have working for them.
The aim of a psychometric test is to find what a candidate does most naturally.

The process of personality testing is designed to discover a person's preferred behaviour. As regards validity or accuracy, ultimately the individual who completed the questionnaire is the ultimate judge.
Psychometric Testing for Business
Recruitment costs can be slashed by as much as 40% whilst also speeding up the time it takes a new employee to become effective in their new role.

Bottom line benefits can be expected by any business implementing a well considered psychometric test regime.
Contemporary business testing
Over 71% of UK businesses with more than 45 employees use psychometrics (See the annual recruitment and retention study by the Chartered Institute of Personnel and Development)

And its not just used in Europe or North America. China and India are large users too. It is estimated that between one ...
... billion £ and 1.5 billion £ is spent on testing globally.

Companies realise that it is people that can give them the competitive edge. It is people that implement higher standards in customer service. It is people that deliver higher standards in customer service.

Technology will only take you so far, you need good people to make the difference.
Where do you find tests used?
You can find and apply a psychometric test at any number of places within a company.

They are used in recruitment of course but not just in selection. They are used to determine the ideal personality benchmark and also to guide the interviewer to conduct a meaningful interview.

Managers may use them to help manage their staff more effectively. THey can also use them in annual appraisals.

And if there is any staff training or development in play, then a personality report will help both the staff member and the trainer deliver a more effective programme.
Recruitment Testing
If you get it wrong when hiring then it can be a very expensive mistake. Expect to pay an entire annual salary for any recruitment mistakes you make, even if you manage to get rid of them again quite quickly. Recruitment mistakes are very disruptive.

Simply put, the more information you have the better the decisions you make. This is even more true when it comes to hiring people. Make informed decisions by reading their personality report first.

If a candidate ticks every other box but does not have a personality compatible with the work environment you are offering then it it unlikely that they will work out in the job role for very long. Use a psychometric test to build your shortlist.

Individual development
Your staff are perhaps the only asset you have that can appreciate in value. training existing staff and putting them onto new projects with increased responsibility is much less risky than employing new, unknown people.

Developing the capability of existing staff members can also save you a lot of money and see you enjoy a healthy return.

Use a personality report as the basis of their personal development plan. Make sure that their personality is considered for each development programme and initiative you put them into.

A classic mistake is made when promoting people. We often end up losing a good person in the front line and win a poor manager. Just because someone is good at the job doesn't mean they will be good at managing other people to do the job. A personality report will help you decide if it is a good decision or not.

When staff come into contact with each other or customers then you want to play it very safe and guarantee how they will behave. Communication and personal relationships is very much a personality issue. Some people are much more natural than others and some people will simply never be very good at it.

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