Psychometric testing and hiring in 2015

An ever increasing number of employers are identifying the benefits of psychometric testing and are reaping the rewards of applying it to their recruitment process. In 2015, the decision to use technology in order to save time and money in hiring may make or break both recruitment agencies and frequently hiring enterprises. Gone are the days where a ‘gut feeling’ provides acceptable justification to decide the fate of one's career and more importantly, business success. Instead decisions must now be based on tangible data in order to compete with a fast paced environments, and fast paced staff. Furthermore, current research suggests that replacing a skilled person can cost an employer upwards of 150% of that employee’s annual salary, meaning even one bad hire can be extremely damaging! This is where online psychometric assessments can turn things around. Whilst there may be many kinds of objective testing on offer, they all aim to provide scientifically backed data about a person. This data may be on the candidates’ personality attributes, past behaviours, and intellectual abilities. This information can then be used to predict future occupational success in a wide variety of workplace environments, including sales, human services, and even the defence force. Listed below are some of the benefits and outcomes achieved by using such a process that traditional methods such as interviews, resumes or even years experience cannot achieve: 1.      Predicting future behaviour Information gathered from psychometric tests can be used to predict how well potential candidates will behave in the future. This can include how well they make decisions under pressure or how they prefer to manage important tasks. This kind of information makes an assessment report an integral ongoing tool as it can be used post-hire to provide vision into how best to manage an individual and receive the most value from their role (not to mention allows you to identify which directions NOT to point them in!) 2.      Comparing candidates Sometimes it can be hard to choose between your shortlisted candidates. Using psychometric testing to compare candidates allows you to look past aesthetic disruptions or perceived value shown through interview confidence to highlight number driven abilities and reasoning as it relates to verbal, abstract and numeral skills which have been shown to be far better indicators of job performance. 3.      Evidence and accuracy Even the most experienced interviewers may miss out on small, crucial details about their candidates, potentially leading to a bad hire. This is not because they are incompetent, but because simply relying on a resume and interview alone allows the candidate preparation to tell you exactly what you want to hear, without any way for you to determine how truthful and accurate the information really is. It's not the candidate's fault as it's natural to appear more able, more agreeable, and more confident in an interview situation than a working situation where they need to use their reasoning and intelligence to get the job done. Including research based psychometric tests to your recruitment tool box eliminates such guess work by adding reliable insight into the traditional hiring model. 4.      User friendly Often employers are concerned about how difficult interpretations of psychometric tests are. Fortunately, you don’t need a degree in psychology to understand them! Psychometric assessments are written using a practical language, so that employers can easily understand what is being measured, why it is important to their goals, and how their candidates compare to the ‘ average’ in any given assessment. This allows employers to determine if that person is suitable for the advertised role, and how successful candidates are likely to be. 5.      Specialised tailoring Some providers' psychometric assessments can be tailored to meet the employer’s individual needs based on the specific attributes and qualities an employer is looking for in potential candidates. In some cases a consultation can be organised between the employer and the psychometric assessment provider to understand their organisational goals and how these can be achieved through the right balance of talent management. Such a quality will not only increase the relevance of the tests, but also strengthen your hiring choices. With candidate's changing organisations more rapidly today, customisation in the recruitment process can ensure you're hiring longer term staff whom already have the required skills needed, saving you from training up workers to a beneficial level only to have them leave. 6.      More than one application Not only can psychometric tests be used for recruiting, they are also often used for training and retention purposes. These assessments allow you to profile employees, identifying their strengths, weaknesses and work styles. This information can be useful when considering promotions and reorganising work-flow. By reallocating tasks to employees that suit their abilities, you can increase productivity and job satisfaction, leading to a happier and more efficient workplace… and of course, increase revenue! If you’d like to learn more about the benefits of psychometric testing, or are ready to add them to your recruitment tool box, contact the dedicated team of psychology professionals at Psych Press for a confidential discussion about the variety of psychometric assessments they provide. Please call Psych Press on 03 9670 0590 or email info@psychpress.com.au

Using leadership to attract the best…and keep them

One of the most frustrating aspects organisations face in recruitment is the risk taken in hiring someone, who for some reason or another, is not a good fit and soon leaves the organisation. So how can this be prevented? The key lies in optimising your hiring steps to not only attract the best candidate for the role, but also to ensure they stay on board and remain active participants that contribute to your organisation’s goals. We will show you how you can actively utilise some of these strategies with leadership qualities in mind, so that as an employer you can attract (and keep!) the best talent.

Attracting the best through your job description and screening

Consider the thought process of a talented candidate on the hunt for a new job; they scroll through hundreds of job vacancies only to see the same, dull outline of a position. These organisations in no way reveal any incentive or passion for this prospective employee. However, you can change that.  The best way to ensure the right people are applying for your position vacancy is to perform the ‘screening out’ process. For example:

Rather than focusing on clarifying that the requirements for the position vacancy you have is for someone who possesses “5 years experience” and a degree in your respective field, it might be more advantageous if your advertisement conveyed the following, “Use your degree and professional training to work within a highly trained team to provide an elite level of service, as well as focus on your individual career development.” This will certainly draw higher quality seekers to your campaign.

Encouraging the top candidates through the interview process

When planning to process potential employees onto the next phase of hiring, make it a priority to approach each candidate with the following thoughts in mind: “How will I be offering the candidate a CAREER, rather than simply a job within this organisation?” and, “Can our team values and vision translate to their own values and strengths?”. That way you can ensure that the candidate selected is a good fit culturally, possesses adequate knowledge and competencies to fulfil the position, and also can be a valuable asset that is focused on their own development pathway.

Keeping successful candidates through effective leadership

It widely known that job satisfaction and engagement of employees are imperatives for the success of not only individual productivity, but also the organisation’s as a whole. Recently, a study known as Project Oxygen was initiated by Google and endeavoured to identify what made leaders within their organisation the most effective; and the results, although very straight forward, can be applied to any leader in any workplace.

  

The key strategies effective leaders need:

• Identify a clear vision and strategy for their team 
•  Provide employees with a career, not simply a job 
•  Be goal-oriented and productive

To shift the type of candidates who apply for your next job vacancy, it is imperative to move away from the traditional job descriptions, emphasising the minimum skills required, and a focus on describing compelling career opportunities to hire effective team players who are competent, motivated and excited about their career. After that, employing key leadership strategies will ensure these top candidates will remain engaged and dynamic participants of your team.

Are you utilising clear and efficient screening practices?

Core hiring metrics such as time to hire and retention can be significantly improved by using innovative online screening systems. Psych Press’ Voice Advantage allows you to quickly identify the true voice of the talent you need by pre-recording interview questions, and then allowing you to review the best video or audio responses in your own time. Our psychologists can also work with you to generate an online screening system to filter out unqualified candidates then create behavioural styled interviews for only top candidates to use.
See how Voice Advantage works.

Happy hiring!

Source: http://www.nytimes.com/2011/03/13/business/13hire.html?pagewanted=all&_r=0