1. Why use Psychometric testing?
- Tests gather objective information which leads to better and fairer employment decisions. Tests can help to ensure that all candidates are treated fairly and measured against a common yardstick. They can be used to challenge stereotyped judgments made by interviewers and often enable a more objective analysis to take place. This is particularly important for the all important ‘audit trail’ which should be considered with regard to equal opportunities
- Better and fairer recruitment decisions lead in turn to cost benefits. Occupational tests are consistency shown to be better predictors of job success than traditional interviews alone. Using tests can ultimately lead to substantial gains for an organisation in terms of increased output and efficiency, more effective performance, lower training costs and reduced turnover. It’s also worth bearing in mind that the wider costs associated with poor recruitment decisions are high, these can include: advertising costs; managerial time; agency fees; training costs; poor performance costs etc. Against these costs, the cost of using psychometric tests is relatively inexpensive
- Moreover people selected using relevant and valid tests are likely to be more successful in the job, thus making more money for the organisation (for example by generating ‘good’ as opposed to ‘poor’ sales people or managers etc.)
- Tests can help to improve person/job match. This is beneficial to both the employee and the organisation as those who are suited to their job tend to be more likely to be content and motivated as well as more able and productive
- When properly used, tests can help to ensure a ‘common language’ develops throughout an organisation, matching people to jobs, identifying individual capabilities and predicting on-the-job success
2. Who can administer and feedback psychometric tests?
- Ability tests can only be administered and scored by a Level A British Psychological Society (BPS) (or equivalent) qualified practitioner; personality questionnaires can only be administered by a Level A practitioner and can only be assessed by a Level B practitioner. All of the WorkLife team are appropriately qualified
3. How are psychometric tests scored?
- Candidates are scored against a ‘norm’ group of comparable candidates (e.g. a sample of candidates of similar educational/age/level of experience etc). If using tests regularly we can help an organisation develop its own norm groups
4. What sort of companies use assessment centres?
- The majority of FTSE top 500
- The public sector and the not-for-profit sector
- Any sized company making key appointments
- Companies conducting volume recruitment e.g. graduates
Any company who wants
- Reduced turnover and recruitment costs
- Increased fairness and reliability in the process and a clear audit trail
- Decisions based on objective information and best prediction
- An enhanced image of the organisation
5. Who can observe or assess at an assessment centre?
- Best practice is for assessors to have had formal training in ORCE skills (Observe, Record, Classify and Evaluate). WorkLife can provide this training for company assessors if required
- There are some personal characteristics that also help. These include: good listening skills; analytical skills; attention to detail; self organisation; good written and oral communication skills; flexibility; sound, objective judgement; high levels of energy and enthusiasm!
6. What assessment methods offer best prediction in terms of future job performance?
- Research indicates that assessment centres (where a combination of exercises reflecting the work environment are used) offer best prediction
- These are followed by ability tests; work sample tests; personality questionnaires and structured interviews.
7. How quickly can psychometric tests or assessments centre be set up?
- Please see the relevant sections under ‘Services’
8. What are the logistics involved with psychometric testing or assessment centres?
- Please see the relevant sections under ‘Services’
Further Information
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