Ensure strategic advantage of psychometric assessments in your next hire and future-proof talent

Alumni perspectives_strategic advantage with psychometric testing

In the rapidly evolving landscape of modern work, cognitive skills are becoming increasingly paramount. As organisations navigate the complexities of the Fourth Industrial Revolution, characterised by technological advancements and shifting job roles, the ability to assess and harness these skills is crucial. One effective strategy for achieving this is the integration of psychometric assessments into the recruitment process.

Evidence-based and objective methods such as psychometric assessments can be a useful tool to secure a successful hire. Although these tests are not a fool proof selection method, they do contribute to a more accurate process compared to making decisions based solely on “gut feeling,” as frequently done in CV and cover letter screening. Tests should never be the sole basis for decision-making in a hiring process, but should always be combined with additional data collection, such as structured interviews, reference-and background checks.

The quality of selection methods is a well-researched area and has shown that traditional selection methods pose a significant problem in today's job market, especially as many industries are simultaneously facing increasing challenges with skill shortages. Selection tests offer a method to identify candidates with the greatest potential to succeed in the role, to the benefit of both hiring company and candidate. They also help reduce risk of bias and contribute to a more inclusive and fair job market.

Psychometric Assessments

Psychometric assessments are standardised tests designed to measure candidates' mental capabilities and behavioural styles. These assessments offer a quantitative measure of cognitive abilities, such as problem-solving, critical thinking, and adaptability, as well as emotional intelligence, personality traits, and work preferences. Incorporating these tools into recruitment enables organisations to gain deeper insights into potential employees' suitability beyond traditional interviews and resumes.

When using psychometric assessments as part of your hiring process, it is important to select models that are well-suited for selection and recruitment. Tests used should ideally also be verified by independent certification bodies, to ensure quality and reliability.

Enhancing Cognitive Skills Assessment

General cognitive ability is one of the strongest individual predictors of job performance, far stronger than traditional selection criteria such as age, experience, and educational level. General cognitive ability is also one of the aspects that is hardest to capture. Neither educational level, job experience, qualifications, work experience, nor references can provide a reliable measure of an individual's general cognitive ability. Cognitive ability cannot be assessed in a traditional interview but can be assessed with standardized and high-quality problem-solving tests.

The "Future of Jobs 2023" report by the World Economic Forum underscores the growing importance of cognitive skills in the workplace. It highlights that by 2025, half of all employees will need reskilling, with analytical thinking, creativity, and flexibility topping the list of desired competencies. Psychometric assessments provide a robust framework for identifying these cognitive skills, ensuring that organisations can select candidates who possess the critical abilities necessary for future success.

Benefits of Psychometric Assessments

Objective Evaluation:
Psychometric assessments offer an unbiased, objective method to evaluate candidates. This reduces the risk of unconscious bias and ensures a fairer selection process, promoting diversity and inclusion within the workforce.

Enhanced Predictive Validity:
Traditional hiring methods often rely heavily on subjective judgments, which can be fallible. Psychometric assessments, however, provide reliable data that can predict job performance and potential, leading to better hiring decisions.

Identifying Hidden Talents:
These assessments can uncover skills and traits that may not be immediately apparent through interviews alone. This allows employers to recognise candidates with high potential who might otherwise be overlooked.

Improved Employee Retention:
By aligning candidates' cognitive skills and personalities with job requirements and organisational culture, psychometric assessments can lead to better job fit. This reduces turnover rates and enhances employee satisfaction and engagement.

Data-Driven Development:
Beyond recruitment, the insights gained from psychometric assessments can inform personalised development plans, helping employees to grow and adapt to changing job demands. This supports continuous learning and agility, key attributes highlighted in the World Economic Forum's report.

Real-World Application:
By integrating psychometric assessments into the recruitment process, candidates can be identified who not only have the technical skills but also the cognitive flexibility and problem-solving abilities to thrive in a dynamic environment. This strategic approach ensures that the workforce is not only competent but also resilient and innovative, ready to meet future challenges.

Conclusion

As the nature of work continues to evolve, the significance of cognitive skills cannot be overstated. Psychometric assessments provide a powerful tool for organisations to identify and nurture these skills, ensuring they remain competitive and adaptable in the face of change. Using tests as part of a hiring process, it is crucial to use well-tested and valid methods to secure accurate, fair, and objective assessments. Independent certification bodies help ensure tests that meet high-quality standards for their intended purpose.

At Alumni we can help you embrace this approach and support in positioning your organisation to succeed in the future of work.
We use tests as a complement to structured, competency-based interviews and other tools such as CV screening, reference checks, work samples, and background checks. The purpose of the tests is, among other things, to minimize the risk bias and to provide a basis for in-depth interviews between our executive search consultants and the candidate. In providing these services, we feel that we provide our candidates better opportunities to receive a fair and objective evaluation.

The tests we use are based on the Five-Factor Model, the most well-established and researched theory for describing personality in selection contexts, and regarded as the prevailing standard. This is the model with the most extensive research support and the best psychometric backing for evaluating personality and predicting future behaviour. It is also important to us to use tests verified by independent certification bodies, such as Det Norske Veritas (DNV), which ensure that tests meet high-quality standards for their intended purpose.

If you have a new hire to consider, we encourage you to reach out to one of our executive search consultants or our in-house team of occupational psychologists, for further support and advise