The costs associated with a bad hire are not only limited to the visible recruitment costs of finding a replacement. There are also the invisible costs associated with loss of team productivity, which can have a severe impact on your organisation's bottom line.

We will never see all aspects of an individual during the recruitment process. Resumes can be tailored to focus on only the positive aspects of an individual’s career and the person we meet during the interview stage is usually on their best behaviour.

30% of those who didn't use testing said is was because they
were unsure of the types of psychometric tests to use.

According to our recent survey, 52% of our readers use psychometric testing to build a better picture of an individual, helping them make more informed decisions about who they hire into their organisations. Of those who don't use it, 30% said it was because they were unsure of the types of psychometric testing available. So what are they?

Most commonly, psychometric tests explore ability, aptitude and personality, quite distinctive from attainment which examines specific knowledge of a subject.

Ability and aptitude testing includes areas such as:

Verbal reasoning
Verbal reasoning focuses on a candidate’s ability to verbally communicate business related concepts. It pays particular attention to a candidate’s use of written ideas and the way that written information is presented to form their conclusion.

Abstract/conceptual reasoning
This measures a candidate’s accuracy and speed in learning complex information to assist with the problem-solving processes. Abstract reasoning tests are often presented diagrammatically, to reduce the emphasis on verbal ability.

Numerical reasoning
Numerical reasoning focuses on a candidate’s ability to answer graphical or numerical questions with answers or explainations using the same format.

Spatial reasoning
Spatial reasoning tests a candidate’s ability to construct and deconstruct spatial objects, for example rotating, aligning, flipping or fitting objects together.

Whereas personality and behavioural testing includes areas such as:

Emotional intelligence
These tests measure the Emotional Quotient (EQ) of a person’s ability to manage the emotional components of their own and other people’s behaviours. Within a work environment this is particularly relevant for roles such as HR, Customer Service, Team Supervision and Sales.

Behavioural Personality tests
Behavioural personality tests measure an individual’s stable characteristics. Similar to emotional intelligence testing, there are no right or wrong answers. Candidates are required to pick statements best describing their usual response to, or beliefs about, a set of scenarios.

An overwhelming 77% of survey respondents stated that results of psychometric
testing would not necessarily affect a decision to hire a candidate.

Behavioural personality tests are the most familiar form of psychometric tests used in the recruitment process, and also require the least preparation by the candidate. Used in occupational situations, behavioural personality testing is simply tailored to a particular work context.

An overwhelming 77% of survey respondents consider psychometric testing as moderately important in the recruitment process, stating however that results would not necessarily affect a decision to hire.

It seems that many of you agree with the general consensus on the use of psychometric testing. Evolved to assist employers make better decisions about potential hires, the key point is that they should be used as an additional tool in the selection process rather than the ultimate tool.

Psychometric testing cannot promise to eliminate bad hires, but if used wisely, they can reduce risk.