Imagine finding an excellent candidate, someone with the right experience, qualifications and potential to make a valuable contribution to your business, only to reject them because they performed poorly on a psychometric test. You assume the test has identified a weakness and move on to another candidate, confident that you have made an informed decision.
But what if the problem wasn't the candidate? What if it was the way the test was administered?
Psychometric testing for recruitment can provide valuable information that is difficult to obtain through CVs, interviews and reference checks. However, the
quality of that information depends on more than simply selecting a reputable test. How the test is administered, the instructions provided to candidates and the interpretation of the results are all important considerations.
A good psychometric test administered poorly can still contribute to a poor recruitment decision.
Online psychometric testing has become a routine part of recruitment, offering convenience for both employers and candidates. Candidates can complete assessments at a suitable time and location, while businesses can efficiently assess applicants without the logistical challenges of arranging testing sessions in person. These are considerable advantages, but convenience should not come at the expense of quality.
One of the problems with
remote online testing is that candidates are sometimes sent an automated email containing a testing link, a set of instructions and little opportunity to ask questions. The assumption is that everyone will understand what is required and complete the assessments under appropriate conditions. Unfortunately, that assumption is not always justified.
Some candidates may be unfamiliar with psychometric testing, uncertain about the instructions or unsure how much time they need to allocate. Others may complete the assessments while distracted, tired or under unnecessary time pressure. There is also the possibility of candidates receiving assistance from another person or using resources that are not permitted.
These factors can introduce additional error into the assessment process and potentially influence the results. A capable candidate may perform below their ability, while another candidate may achieve a result that does not accurately reflect their own capabilities.
For an employer, either outcome is undesirable because the purpose of psychometric testing is to improve the quality of the recruitment decision, not introduce another source of uncertainty.
At Fermion, we take a more
personal approach to administering online psychometric assessments. Rather than simply sending candidates a link and leaving them to work through the process alone, we contact them beforehand to explain what is involved, discuss the conditions under which the assessments should be completed and provide an opportunity to ask questions.
We also establish a suitable completion timeframe, explain the importance of completing the assessments independently and maintain communication throughout the process. Where necessary, candidates can raise concerns about accessibility, technical difficulties or other circumstances that may affect their performance.
This approach requires relatively little additional time, but it helps candidates understand what is expected of them and provides an opportunity to address avoidable problems before they influence the results.
It also communicates something important about the organisation conducting the recruitment. Candidates are people making potentially significant career decisions, and the quality of their experience deserves consideration.
Of course, a brief conversation does not guarantee that candidates will follow every instruction, nor does it eliminate all the limitations associated with remote testing. Nevertheless, it is a practical way of improving communication and supporting more consistent administration.
There is another important consideration. Psychometric test results should never be interpreted in isolation or treated as an infallible description of a candidate. Every selection method has limitations, including CVs, interviews, reference checks and psychometric assessments. The objective is to bring together information from several relevant sources and look for convergence in the evidence. When the information consistently points in the same direction, there is greater reason for confidence in the recruitment decision, although uncertainty can never be eliminated entirely.
This is why psychometric testing should form part of a structured recruitment and selection process, rather than being treated as a convenient additional hurdle for candidates to overcome.
For a business owner or manager, the consequences of getting this wrong can be substantial. Rejecting a good candidate means potentially losing someone who could have made a valuable contribution, while selecting the wrong person can create financial, operational and interpersonal problems that continue long after the recruitment process has finished.
The cost is not simply the price of the assessment or even the cost of replacing an unsuccessful employee. It includes lost productivity, management time, disruption to colleagues and opportunities that may never be recovered.
Improving recruitment decisions therefore requires attention to the entire selection process, including details that might initially appear relatively minor.
Psychometric testing can improve recruitment decisions, but the quality of the results depends on more than the test itself. Poor instructions, inadequate communication and unsuitable testing conditions can introduce errors that potentially disadvantage otherwise capable candidates. A structured and consistent approach to administering online assessments helps protect the integrity of the process, improves the candidate experience and provides employers with more dependable information. When combined with other relevant selection methods, properly administered psychometric testing can help businesses make better hiring decisions and reduce the risk of costly mistakes.
At Fermion, we help organisations make better hiring decisions through professionally administered psychometric testing integrated into a structured recruitment process. If you would like greater confidence in your recruitment decisions,
contact us to discuss how we can help.
The focus of Fermion is
"Psychometric Testing for Recruitment" and
“Recruitment to Retention: How to Select Good Staff & Keep Them”. If you would like to learn how to select good staff and keep them, please
contact us at Fermion.
“Learn from the mistakes of others. You can’t live long enough to make them all yourself.”
Eleanor Roosevelt.
