Psychometric and Aptitude tests are now widely used in recruitment processes to bench-mark candidates. If you are yet to implement this strategy in your own business’ recruitment procedure, here are five reasons why it’s important that you start exploiting this type of testing.
This is extremely relevant in today’s business world. Employers today are under extreme pressure (though quite rightly) to create completely equal and inclusive working environments. Now, the vast majority don’t knowingly turn potential candidates away based on their background, but there is still a risk of unconsciously excluding certain demographics of talent the business company.
In the article ‘Unconscious Bias’, from the CPA Management Forum, Valerie Nichols’, a Business and Finance Academic, asks readers: ‘Are you blocking the talent pipeline?’
Unfortunately, the answer for many is yes, probably - if you are yet to put in place procedures to prevent unintentional biases. Consider using psychometric and aptitude tests in your recruitment process alongside various other good corporate governance practices. The anonymised nature of the tests will allow for fully impartial choices.
Nichols explains unconscious bias as ‘a level of bias that you may not even be aware of, but that subtly affects the way that you perceive and interact with others’. As an example, Nichols explains how one of one of the most talented violinists in the world, Joshua Bell, busked for one day and received only £23 from passers-by because of their unconscious bias about street performers. Yet, his average ticket price is considerably higher, and he has written music worth millions. What if you, like the people that walked by Bell on the street, are missing valuable talent?
Aptitude and psychometric tests will allow you to quickly whittle down your interviewee list to the top, most skilled candidates. No matter how large or small your potential employee pool, your business should save time, energy and finances by investing in candidate testing services.
If you are a large firm running a mass Graduate Recruitment Scheme, reducing your list down to only the candidates that achieved a 2:1 or higher will only take you so far. Similarly, if you are a small business with limited resources, you might want to consider external, cost-effective help to reduce the strain on your staff and bank account!
If worries about space and resources have stopped you from candidate testing in the past, you should know that they can now be done by applicants remotely. Moreover, you will show your candidates you’re a modern and forward-thinking company by allowing remote-working to take place. Equally, asking your candidates to come in for an in-house test is the perfect opportunity to see how well they work under pressure with your own eyes. Plus, your potential employees will get to see if your business is a good fit for them before they are even interviewed and so you will quickly filter out any less interested candidates, keeping those who are enthusiastic about joining the business.
With automated marking, psychometric testing can help filter out weaker candidates quickly.
What used to take weeks or even months, nowadays, can take just a few hours, freeing up recruitment teams to concentrate on finding the right candidates. So, if you have an unexpected departure from your workforce, you can rest assured you have a quick processing tool to fill that gap up with a top-class candidate.
Nowadays, companies across many industries, are using psychometric testing due to the scale of candidate applications they receive. This means they can efficiently target the best candidates with minimal investment. This investment could be a key competitive edge in the market, allowing you to not only recruit the best candidates but freeing up resources for other areas of the business.