Using an ability test or Situational Managerial Judgement test (SJT) provides an objective, standardized way of assessing such skills.Ī reputable personality questionnaire will also give some insight into a candidate’s leadership style, preferences, personality traits and motivations, providing useful additional data on the candidate and how self-aware they are. When recruiting for a senior leadership role, organisations may need to assess particular areas, for example verbal, numerical and critical reasoning skills, as well as judgment and decision-making. These are tests that have been independently reviewed and validated for use in businesses, giving hiring managers, HR departments and candidates reassurance that recruitment and selection process is as relevant, fair and transparent as possible. The British Psychological Society currently has over 150 tests on its list for use in occupational assessment and is a useful starting point. This is especially important in non-specialised roles where candidates may come to the process from diverse backgrounds and sectors and with very different experiences. While tests will not, and should not, replace a structured, panel interview as the focal point of any recruitment and selection procedure, their use can ensure standardisation of the recruitment process. When used properly and tailored to the specific role, psychometric assessment can introduce more rigour and objectivity into the recruitment process and supports more accurate identification of the personal and occupational characteristics that the organisation needs. These are good reasons to consider some form of additional assessment, such as psychometric testing, as part of a selection process. And more than just a financial cost, a poor hiring decision can have a detrimental effect on morale in the organisation as well as creating a negative impression of the business in the wider community. Making a poor hire is an expensive and time-consuming process – a cost estimated to be up to three times the salary of the individual. The technological advances in online testing enable candidates to do a test in their own time and location, meaning more efficient and cost-effective recruitment processes and potentially a much wider candidate pool.Ĭlarendon Executive’s Anne Daley explains the value of psychometrics in senior level recruitment and, with the increasing number and sophistication of online tests available how to choose what’s most suitable for your hiring needs. In fact, over 75% of the Times top 100 companies now use some form of psychometric testing, usually during a recruitment and selection process.

Psychometric testing continues to rise in popularity. Anne Daley Clarendon Executive Issues covered:

Psychometric testing companies