| Psychological Profiling: Can It Predict a Candidate's Future?
By Megan Martin
Even the greenest HR novices are likely to be familiar with the term psychometric testing, an increasingly popular addition to the traditional interviewing process.
These tests, which evaluate both personality and skill set aptitude, have recently come into high demand, especially among large companies. “Thirty to forty percent of large firms use one or more forms of psychological testing in the hiring process, from entry-level to corner-office” notes James Krohe Jr. in his article, “Are Workplace Tests Worth Taking?” which appeared in the August 2006 edition of the business opinion magazine Across the Board.
The motivation behind this type of testing is simple: It helps employers assess a candidate's ability to fit into the corporate culture, perform necessary job duties, problem-solve and mesh with co-workers.
The prospect of hiring a new employee simply on the merit of a test score may sound suspicious, but when used in conjunction with a more traditional interview process, these tests can be highly predictive of future job performance, decrease turnover and ensure the right “fit.”
Of course there are questions that should be raised before deciding to use the tests as part of your company's hiring process.
How psychometric tests can benefit your company.
Testing helps you find the best candidates and weed out the ones who aren't the right fit for your company.
CJ DuBé, Managing Director of Oberon, LLC, points out: “The question of every executive and hiring manager is: ‘Do I have the best person? If I don't, how do I find them? Once I've found people to interview, how do I insure they're an “A” player?' They're looking for any tool that can help them determine that.”
Testing helps decrease turnover.
Psychological testing can decrease employee turnover and save companies money. Tests can cost anywhere from $25-200 apiece: small peanuts compared to the costs incurred by turnover and unmotivated employees.
Testing makes the interview process less prone to bias.
A major reason companies implement psychometric testing is that it makes the hiring process fairer. “Some people do great in an interview, especially if they're attractive and they know how to sell themselves. But they don't always do well on the job,” says Andy Holloway in his Canadian Business article “Finding the Right Fit.”
Psychological profiling is a more objective and valid method of assessment than relying on interviews, reference checks and resumes. Studies have shown that a psychometric test used alongside more traditional methods can be an extremely accurate indicator of how a potential employee will perform in the future.
DuBé also says tests are valuable because they can help confirm that your post-interview impression of a candidate is correct. “People who tested high helped me validate that I was on point with how I felt about the candidate after the interview,” she says.
Psychological testing can also help companies comply with federal requirements to remove bias from the interviewing process since tests can cut down on subjective biases.
Picking the Right Test
Psychometric tests generally fall into one of two categories. Aptitude or skill set tests assess a candidate's ability to perform tasks that will be part of the position. These often include logical reasoning or problem-solving.
Personality tests determine a candidate's values and reactions to specific situations--how well the applicant works in teams or how the applicant responds to stress.
When choosing a test make sure it is tailored to the specific and unique needs of the position.
The most important thing to remember when choosing a test is to ensure that it evaluates characteristics that are necessary to the position.
DuBé says: “There are a lot of products out there, so you need to look at the product that will specifically assist you in making a good decision, not the one that just says, ‘This person's in, this person's out.' Look for the ones where questions are very focused on the full circle of the fit.”
You'll also want to make sure the test is valid and reliable before administering it. The test that is cheapest or easiest to administer will do more harm than good if it isn't valid. The assessment company should be able to provide you with a list of research studies that prove the test's validity and reliability, as well as contact information for other employers who have used the test and can attest to its accuracy.
Online tests are becoming increasingly common. While cheap and easy to administer, beware of the fact that there is no guarantee the applicant is the one who completed the assessment. If you do choose an online test, make sure it meets the above criteria, and make sure to discuss the results with the candidate to ensure that they did indeed complete the test themselves.
Once you decide on a test, make sure you properly administer it according to the directions--stick strictly to guidelines for time limits. If the test is not administered properly and consistently with each candidate, the results won't be accurate.
How much should you rely on a test?
DuBé advises, “In managing the process myself, my belief is that it is an additional tool--not a be-all, do-all.” Most employers familiar with psychometric testing agree that it should be considered part of the interview process--not the sole determinant of whether a candidate is the right fit. Test results should be looked at alongside the rest of the application process.
DuBé also recommends that if a candidate tests “low” in certain areas, you should always take a closer look, considering them alongside the key components of the job. “See where they scored high and low on the test. If a candidate for a financial analyst tested high on problem solving but low on communications, that might not be a big deal…. If you're testing someone just below management level and they test low on leadership, remember that leadership is something that is highly trainable.”
Finally, remember: Just as there is no ideal test, there is no ideal employee. Don't wait too long for that “ideal candidate” to turn in a perfect score--you might miss someone in the process.
Megan Martin is a freelance writer based in Chicago. She can be reached at Megan@BeTuitive.com.
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