Psychometric Tests

Compared to psychometric tests, traditional recruitment methods are inefficient and ineffective when used in isolation.

Research conducted by Schmidt and Hunter (1998) confirmed that the types of information often presented in resumes or application letters are amongst the least effective means for predicting future job performance of candidates.

Psychometric tests, such as general cognitive ability tests, were found to be the best predictor after work sample tests. In comparison, years of education, job experience (years) and age made, at best, a marginal correlation with future job performance.

The results of this research are summarised in the following table.

The high predictive validity of work sample tests makes sense because observing each applicant performing the actual job tasks provides great insight to how they are likely to perform if hired. However, this is simply not practical given the volume of applicants often involved, insurance concerns and the significant time investment required per applicant.

Psychometric tests are effective

Importantly, when cognitive ability tests are used in combination with structured interviews (i.e. typically in the final stage of recruitment) the outcome is the same as if work sample tests were combined with cognitive ability results.

Psychometric tests are efficient

While there is a plethora of evidence to support the value of psychometric tests in recruitment, in practice, they simply provide a valid means of gaining detailed, objective insight regarding applicants’ suitability for the role beyond their basic skills, experience and qualifications.

Online psychometric tests are an exceptionally efficient means of quickly identifying the top candidates, as literally thousands of applicants can be evaluated in a matter of seconds – much faster than using traditional methods.

Psychometric tests are affordable

Simple pricing models allowing unlimited tests to be administered for a fixed ‘per hire’ price make psychometric tests very affordable compared to labour intensive manual processes, particularly given the superior outcomes they deliver.

These are just some of the reasons why leading organisations are increasingly using online psychometric tests as the preferred method of screening applicants who meet the minimum mandatory criteria for a role as part of a best practice recruitment methodology.