VIDEO: 10 Benefits of Psychometrics in HR
#1 Fair Selection
Valid, reliable assessments provide a fair method for selecting candidates based on behaviours/abilities identified as critical for a specific role.
#2 Significant Cost Savings in Recruitment
Psychometrics which focus on finding the candidates most likely to perform well in the workplace dramatically reduce the chance of making a selection error.
#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.
#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.
#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.
#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.
#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.
#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.
#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.
#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.