The problem with traditional interviews is that they are subjective. A weak handshake or no tie can influence your judgment about an interviewee. Traditional interviews have 4 possible outcomes.
True positive – You interview a candidate and they do a good interview. You hire the individual and they work out great in the job.
True negative – You interview a candidate at interview and they do a terrible interview. You deem them not suitable for your role and you were correct in your assessment. If hired they would not have performed in the job.
False positive – This is when a candidate does a great interview and you hire them. Unfortunately they do not turn out as good as you thought.
False negative – This is when you interview a candidate. They do a poor interview and you reject the applicant. Unfortunately they would have worked out well and performed in the role.
Employers need to reduce False Positive and False Negative scenarios as these can hurt your company and cost you dearly.
Psychometric testing can help you improve your hiring decisions. Ability tests and personality questionnaires can provide valuable objective information such as;
If the applicant has good numerical ability – an applicant with a degree as does not mean that they are good with numbers – be warned!!
If an applicant enjoys working with numbers – just because they are good with numbers does not mean that they enjoy working with numbers.
If an applicant can work on his own – if you are hiring for a position that involves working in isolation how do you assess if an applicant prefers to work on their own?
If an applicant enjoys negotiating and selling. They may be skilled interviewers and strong communicators BUT hate selling.
If an applicant enjoys competition. Put an uncompetitive person in a competitive environment and you will watch them wither.
If an applicant has a good attention to detail. What if your accountant did not have a good attention to detail? What if your Senior Buyer did not have a good attention to detail.
These are just some examples of information that psychometric testing can provide to support your recruitment decisions. If you would like more information contact Measurability.