An interview tells you a great deal about a candidate's experience, motivation and communication style. But it cannot show everything that may affect how the person performs in the role.
A psychometric assessment gives you another source of evidence. Depending on the methods used, it can shed light on problem-solving, working preferences and how someone interacts with others.
If the assessment methods do not match the role, the results can lead to the wrong conclusions. Choose the assessment for the role, not from a standard test package.
An assessment should not make the hiring decision for you. It gives you evidence to consider alongside interviews, experience and other observations.
What can psychometric assessments show?
What you assess should depend on the role. One position may require the ability to process large amounts of information, while another depends more on planning, collaboration or working under pressure.
Psychometric tests can measure aspects of cognitive ability, work-related preferences and behavioural tendencies. A broader assessment may include tests, an interview, work exercises and qualified interpretation.
An assessment can help you:
- compare final candidates against the same criteria
- identify questions that need further discussion
- assess candidates using role-related evidence rather than first impressions
- plan onboarding and management for the selected person.
The results only make sense when considered against the role's requirements and alongside interviews, work samples, experience and references.
Where an assessment is not enough
A psychometric assessment cannot tell you with certainty how a candidate will perform in a future role.
Performance also depends on clear goals, leadership, onboarding, resources, team dynamics and the situation within the organisation. A single test result should never decide who gets the job.
An assessment is not a diagnosis or a general judgement of a person. If the result conflicts with the interview, work sample or references, look into why before making a decision.
The role determines the methods
Before choosing any method, define what success in the role requires in practice.
Does the person need to make sound decisions under pressure? Bring different stakeholders together? Work mainly independently or as part of a team?
Once the criteria are clear, you can choose methods that test what matters. Otherwise, you may measure something that has little relevance to success in the role.
What should you check before an assessment?
Before choosing an assessment, confirm what each method measures, why it suits the role, who will interpret the results and how they will be used in the hiring decision.
Candidates should also know why the assessment is being used and what feedback they will receive.
reQruitz uses role-related SHL assessments in selected recruitment processes. Read about our Psychometric Assessments.
When two strong candidates are hard to separate
Sometimes two strong candidates reach the final stage and the interviews do not give you a clear answer. An assessment can reveal differences that were not obvious in conversation and help you compare both candidates against the same criteria.
If you are wondering whether an assessment would add value to your recruitment, we are happy to discuss the role and which methods might be useful.
Discuss the role of assessment in your recruitment
