As technology continues to advance, the introduction of Artificial Intelligence to HR professionals has allowed for a more standardised approach to recruitment. By integrating AI in to the recruitment process, recruiters are able to reduce time spent on profiling and screening, allowing for faster hires and a reduction of mis-hires due to data-led candidate selection.
Many companies utilise psychometric and aptitude tests within their recruitment process. The tests are used to assess a candidate’s attributes, characteristics, intelligence and general abilities. The term ‘psychometric’ refers to the measure of an individual’s understanding of specific formulae, theories and concepts. ‘Aptitude’ refers to the measure of an individual’s characteristics, intellect and potential for understanding new theories or concepts.
Employee selection refers to the process of selecting a suitable candidate during the recruitment process. It involves two main stages; shortlisting from your pool of eligible applicants and choosing your preferred candidate from the shortlist. In order to do so, it is important to follow a cohesive series of steps to ensure you make the right selection.
Given the rise of unemployment, recruiters are likely to face an influx of applications to advertised job roles. Without automation, the hiring process can therefore become lengthy, time consuming and stressful. In order to avoid false-hires and time wastage, cultivating a thorough and positive recruitment process is essential, for both the recruiter and the candidate.
The definition of psychometric combines the words ‘psyche’, meaning mind and ‘metre’, meaning measure. Therefore, psychometric is a term that refers to the measurement of the mind. Initially, psychometric tests were created for educational and psychological purposes. However today, they are widely used throughout the recruitment process within a number of industries including Finance and Business.
The adoption of recruitment automations such as psychometric tests has increased over the past decade. Psychometric tests encompas assesments that analyse a candidate’s knowledge, abilities and skills, personality traits, attitudes and behaviour. Choosing the right tests to administer is largely dependent on what skills the candidate requires to be successful in the role.
The most essential part of the recruitment process is ensuring that you have selected the most talented candidate that can become a powerful asset to your company. Industry research reports that over 52% of Talent Acquisition Leaders find screening to be the hardest element within the recruitment process. As a result, Human Resource departments and professionals are continually looking for ways to refine their hiring process to ensure they are recruiting the right candidates.
The definition of psychometric combines the words ‘psyche’, meaning mind and ‘metre’, meaning measure. Therefore, psychometric is a term that refers to the measurement of the mind. Initially, psychometric tests were created for educational and psychological purposes. However today, they are widely used throughout the recruitment process within a number of industries including Finance and Business.
Intelligence, work ethic, integrity and empathy are all traits necessary for success in a role, however they cannot be taught. Pre-hire assessments allow for selection based on the above traits, ensuring you hire quality candidates that can help take your business to the next level. Hiring therefore remains a key driver of success in many organisations, as without quality candidates, a business cannot perform at an optimal level and grow.