If you’ve made the decision to start using psychometric testing in your recruitment strategies, you’ve got a couple more decisions to make. It’s not as easy as going ‘Yes I’ll do it’. There are thousands of different tests out there.

Some are published, some aren’t. Certain industries have their own, while some tests are broader than the industry they cater to. The point is this – you have many to choose from.

That’s why it’s important to consider a few different factors. By doing that, you’ll make sure to choose the right one for your recruitment process. We’ve compiled a few things that you should consider in your choice, so read on to learn more.

Validity

How reliable is the test you’re looking at? It’s important to look at where it has been used previously and the results it produced. This helps you to validate that it’s actually measuring what it said it would.

The validity of the test will also be evident in the consistency of the results. If previous data shows results that are wild and out there, there may be something wrong with the test. If not the test, it may just be a sign that this form of psychometric testing is not suited to what you want.

 

Duration

The duration that the psychometric testing takes to complete can also play an important role. It can also have an impact on the reliability of your results. This is because tests that are too long lose the interest of your candidates. This can affect their answers.

The reverse can also be true. If it’s too short, it’s unlikely to be reliable as it’s probably not testing enough measures.

 

Security

A common detractor is that applicants lie in the tests, which makes them useless. However, security measures can be used to ensure that it doesn’t happen.

We aren’t talking about the use security forces while your applicant completes the assessment. It has to do with choosing an assessment that can be verified. Some tests have been widely studied and deemed ‘cheat resistant’ due to the style of questions which makes them a good option.

 

Experience

The experience that it gives your applicants is also important to consider. This may be their first overall impression of your company. If you give them a form of psychometric testing that gives them a bad experience, they wouldn’t want to work for you. You could be losing valuable assets before you even get a hold of them.

 

Cost

The cost of psychometric testing is something that divides many people. They do initially have a startup cost. Not just financially from paying for the tests and administering them, but also they cost time. Time is a precious resource and not something you want to waste in any business.

When considering cost, it’s important to look at it long term. It may be worth taking the hit at the beginning if it will improve the company’s bottom line in the long run.

 

In Conclusion

It comes down to choosing the right one for your recruitment situation. What’s worked for others may not work well for your organization.

When you do get it right though, the results will speak for themselves.