Psychometric tests and assessments can be used in various different ways during recruitment.
You can assess job-role fit using behavioral assessments, measure aptitudes using cognitive ability tests or use emotional intelligence assessments to understand an individual's personality. The Thomas PPA, GIA, TEIQue / TEIQue-SF can all be used in different ways during the recruitment process. Take a look at these individual tests here.
Psychometric tests and assessments can form an integral part of any recruitment and selection process, providing you with a much greater insight into the psychological characteristics of your candidates.
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The term 'employment tests' covers a whole range of work-based assessments including skill tests, drug tests, behavior and psychological tests, cultural concerns and fitness for duty tests. (Johnson and Kleiner, 2000).
When a company initially decides to use assessments, this should be based on prior analysis of what they are looking to test and why they want to test it. The move from paper to online applications has enabled the use of employment tests even further over recent years. Typically, when these trends occur, others follow in order to keep up; whether it is as broadly as with common practices, or to gain credibility amongst competitors and those in similar industries. To ensure the introduction of employment tests is effective, desired outcomes should be aligned to attributes sought after by the organisation; whether for use now or in the future.
Most often, employment tests are introduced to coincide with the recruitment process, however they can be carried out at any stage of the employee life-cycle; providing value for appraisals and personal development, for example. Benchmarking the current workforce can give employers statistical data, which is objective, to base their future recruitment decisions on.
The use of assessments provides an additional 'check' for the employer against given criteria. These are often developed through the use of a job profile, specific to each vacancy. For roles that attract high numbers of applicants, employment tests can also be used to screen candidates, therefore reducing time taken up from manual sifting. Quite commonly, employment tests are used further down the recruitment process, typically around the 2nd stage interview mark after a CV/application form has been sent and usually a telephone interview has been carried out. Bateson et. Al. (2014) emphasises the benefit of employment tests as the first point of screening, to effectively "weed out significant numbers of unsuitable candidates, leaving a smaller, better-qualified pool to undergo the more costly personalised steps of the recruitment process".
Whilst an expert and/or external training is normally required, these upfront costs can usually be measured and offset against relying upon more timely traditional recruitment methods and higher turnover rates.