Hiring the wrong person for a job can hurt a business. Studies show that replacing an employee could cost as much as 33% of their annual salary. This doesn't even include the time and effort recruiters have to exert to screen and train new employees.
Psychometric assessments can help businesses minimize these risks and increase their chances of hiring the right candidates for the right positions. Simply defined, a psychometric assessment aims to assess candidates in terms of their skills, personality, and intelligence. The information gained from this assessment will enable recruiters to assess if an applicant is the right fit for the job.
Here’s how a psychometric test can benefit your recruitment process:
1. Understand How Applicants Behave At Work
The behavior of a newly hired applicant can affect both the daily and long-term operations of the business. If employees don't do well under pressure, the productivity of the business might be undermined and this can snowball into bigger issues.
One way psychometric tests can benefit your recruitment process is by allowing recruiters to understand how people will behave at work. A psychometric test can assess the candidate's preferred communication style, what motivates them as an employee, and if they can stay calm under stressful situations. With this data, recruiters can easily determine if a candidate can become an asset or liability once hired.
2. Distinguish Leadership Potential
Hiring leaders can catapult your business to success. When you have leaders working for you, your business can deliver sustainable success and create a better culture for your existing and future employees.
Using a psychometric test in your recruitment process allows your business to easily distinguish leadership potential among applicants. A psychometric test comes with leadership assessment tools that will help recruiters determine if an applicant could be a future leader in the business.
When recruiters can determine who among the applicants have leadership potential, they'll know who to hire and who to decline. This information can also help managers and business owners strategize for the future.
3. Test General Intelligence Of The Candidates
Any type of position will require a certain level of intelligence. For example, when hiring customer service representatives, applicants should have an established background in customer service and possess excellent interpersonal skills.
A psychometric test is a great way to accurately test the general intelligence of applicants and see if they have the necessary traits to excel in a position. Through a psychometric test, recruiters can measure applicants' cognitive abilities and evaluate how well they can handle the information acquired in the job, how quickly they can process that information, and how long before they can acquire new skills.
It'll be easier for recruiters to gauge how extensively they would have to train applicants when they have a better understanding of their general knowledge. This way, recruiters can properly plan the use of their resources and determine if hiring a specific applicant is a cost-effective investment.
4. Interpret Emotions
Humans have emotions, and the ability of a candidate to manage them can affect how they can build and maintain relationships with their colleagues. If applicants are too emotional, say easily get depressed or anxious when the work environment gets hectic, they will likely have problems working with others.
A psychometric test also includes the assessment of an applicant's emotional intelligence. This allows recruiters to determine how an applicant can collaborate with other team members and whether they can understand different communication methods.
Team collaboration is crucial in the business setting, which is why it's important for recruiters to determine if an applicant can work well with other people. Hiring someone who doesn't or can't cooperate with others due to their emotions can cause many problems down the road.
5. Saves A Lot Of Time
Recruitment was always considered a time-intensive process. Recruiters have to spend weeks or months in order to screen, interview, onboarding, and train applicants.
By using psychometric tests, recruiters can save a lot of time as they can acquire a great deal of information about the applicants in a shorter timespan. This is one of the reasons why psychometric tests are crucial when accommodating mass recruitment drives, as recruiters can easily shortlist the most qualified applicants.
6. Ensure Accuracy
Applicants who have gone through countless job interviews can easily fake their answers and the documents they submit to a recruiter. Some applicants have even become pros at interviews that they can easily make recruiters believe anything they say during the interview.
Psychometric tests can't be faked, which means that recruiters can easily distinguish which information about the applicant is true or false. By using a psychometric test, recruiters can spot fake answers and qualifications, reducing the risks of hiring unqualified applicants.
Maximize Psychometric Tests Today
If hiring and firing employees have become a norm in your business, incorporate psychometric tests in your recruitment process right away. These tests can significantly save your business tons of resources and ensure that you get to hire the best talents in the industry.
