{"id":204,"date":"2017-01-31T12:03:01","date_gmt":"2017-01-31T12:03:01","guid":{"rendered":"http:\/\/www.peopleclues.co.uk\/blog\/?p=204"},"modified":"2022-04-25T11:30:35","modified_gmt":"2022-04-25T10:30:35","slug":"ten-reasons-why-everyone-should-use-psychometric-assessments","status":"publish","type":"post","link":"https:\/\/www.big5assessments.com\/blog\/job-fit\/ten-reasons-why-everyone-should-use-psychometric-assessments\/","title":{"rendered":"Ten reasons why everyone should use Psychometric Assessments"},"content":{"rendered":"

\"top_10\"<\/a>Did you know\u2026<\/strong><\/p>\n

More than 75% of\u00a0Fortune 500<\/a>\u00a0companies utilize psychometric profiling in recruitment.<\/p>\n

We\u2019ve put together ten reasons<\/strong> why everyone should use Psychometric Assessments!<\/p>\n

(1) You\u2019ll reduce hiring mistakes<\/strong><\/h3>\n

The recruitment process is costly and making a hiring mistake can prove to be even more costly \u2013 in fact,\u00a0the true cost of a bad hire\u00a0is frightening. Preventing just one wrong hire could save your company thousands of pounds.<\/p>\n

Assessments can help you avoid to hire someone who performs well in an interview environment but nowhere else.<\/p>\n

(2) You\u2019ll be able to understand the whole person<\/strong><\/h3>\n

People are more than just the snapshot you\u2019ll get of them during an interview and HR experts will tell you that\u00a0a person\u2019s CV isn\u2019t always as it seems. It\u2019s important to look at the bigger picture.<\/p>\n

(3) The results are measurable<\/strong><\/p>\n

Quantifying human behavior and its associated impact on the bottom line is probably the most difficult challenge facing organizations. Correlating\u00a0assessment\u00a0and recruitment results with outcome variables such as core job performance, employee turnover, engagement and commitment is the way for HR departments to transform their image to a business critical function.<\/p>\n

(4). You\u2019ll shorten the hiring process<\/strong><\/h3>\n

\"cvsifting\"<\/a>Recruiting the right person, can take months and as we all know, time is money.<\/p>\n

Online assessment systems give you the ability to pre-screen candidates, speeding up the process, and allowing you to have someone (and not just anyone- the one!) in the job within weeks rather than months.<\/p>\n

(5) You\u2019ll have a more objective selection process<\/strong><\/h3>\n

Before an assessment can be carried out your HR team will need to think carefully about the role and the required attributes of the successful candidate. This process allows you to really think about what you are looking for in a new employee.<\/p>\n

Knowing exactly what you\u2019re looking for will stop you being bewildered by a candidate that may be excellent, but doesn\u2019t really fit with your requirements.<\/p>\n

(6) Testing beats gut feel\"bias\"<\/a><\/strong><\/p>\n

Human instinct is little better than rolling dice . To replace a skilled position, research indicates it can cost up to 150% of an employee\u2019s salary in lost productivity; making bad hires is a cost every business should try and avoid.<\/p>\n

Psychometric testing adds a level of standardization and objectivity to the traditional art of recruitment by helping to remove the unconscious bias that comes along with many selection decisions.<\/p>\n

(7) <\/strong>There is return after selection.<\/strong><\/p>\n

Once a selection is made, the psychometric results can be put to further use. By this stage we\u2019ve gained so much knowledge which can directly feed into onboarding and development programmes.<\/p>\n

Also knowing who your employees are helps knowing what they want from the company, how to motivate them and how to get them to work towards their strengths.<\/p>\n

(8) They guarantee consistency of benchmarks<\/strong><\/p>\n

By using psychometric tests, candidates are all assessed according to the same criteria. This means that they are not judged based on any biases or prejudices, such as race or education. This in turn helps in taking more objective decisions.<\/p>\n

(9) You’ll attract better employees\u00a0<\/strong><\/p>\n

With around\u00a070% of the bigger companies in the UK now using psychometric testing\u00a0as part of their hiring process candidates expect any company worth being a part of to use it. So don\u2019t miss out!<\/p>\n

Behavioural assessments will improve the credibility of the recruitment process and show candidates that the role, and their part to play in the company, is valued.<\/p>\n

(10) You don\u2019t need a psychology degree<\/strong><\/p>\n

Gone are the days of complex reports where a psychologist was needed to interpret psychometric test results. Psychometric test providers are slowly adopting a \u2018design first, data second\u2019 principle. Beautifully designed, data rich and easy to read reports can now be instantly accessed online.<\/p>\n

Simplified real world language and easy to interpret graphics that tell you exactly what you need to know are becoming the norm.\u00a0The reports empower every hiring manager to make a well-informed decision.<\/p>\n","protected":false},"excerpt":{"rendered":"

Did you know\u2026 More than 75% of\u00a0Fortune 500\u00a0companies utilize psychometric profiling in recruitment. We\u2019ve put together ten reasons why everyone should use Psychometric Assessments! (1) You\u2019ll reduce hiring mistakes The recruitment process is costly and making a hiring mistake can prove to be even more costly \u2013 in fact,\u00a0the true cost of a bad hire\u00a0is […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[9,13],"tags":[22,26,33,54,62,63,64],"class_list":["post-204","post","type-post","status-publish","format-standard","hentry","category-job-fit","category-selection","tag-bigger-picture","tag-cv","tag-employee-turnover","tag-psychometrics","tag-screening","tag-selection","tag-sifting"],"_links":{"self":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/204"}],"collection":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/comments?post=204"}],"version-history":[{"count":1,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/204\/revisions"}],"predecessor-version":[{"id":3798,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/204\/revisions\/3798"}],"wp:attachment":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/media?parent=204"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/categories?post=204"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/tags?post=204"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}