Why psychometric testing is as good for the candidate as it is the employer

Edutemps, in the past, have utilised psychometric testing where possible in our recruitment processes and have seen great success in its ability to produce top outcomes. For this reason, we have decided to implement this style of testing more regularly from now on to further see to our commitment of placing the ideal candidate in the ideal role. This article will run through exactly what this means for a candidate and the organisation and why this extra step can benefit all parties.

Hiring for future success 

We believe that the key to a successful recruitment process is to predict the future success of candidates and using personality testing to assist in this has proven highly valuable.

Finding the most suitable candidate for positions requires Edutemps to innovate and use different measurements of suitability. A candidate’s personality is a scientifically proven predictor of job performance and enjoyment. Testing a candidate’s personality type means getting deeper insights into what makes that person achieve their best results, resulting in a much higher probability of us placing the perfect candidate into the ideal role and vice versa.

All assessments used are psychometrically validated

Assessing the candidates’ behavioural tendencies in a work environment allows recruiters to understand whether they will, in fact, be top performers and whether they’ll fit the company’s culture. Depending on the job, different tests will be asked of the candidate.

We use Revelian Psychometric testing here at Edutemps, which is an Australian-based company that specialises in data-driven human behaviour insights. To make sure that the results provide the best insight as possible, the test asked of the candidate could be any of the following;

• Attention Skills
• Cognitive Aptitude Tests
• Numerical, Abstract and Verbal reasoning tests
• emotional intelligence
• Employee Personality Profiles
• General Aptitude and Mechanical Reasoning tests.

More than 80 per cent of assessments on there are proprietary, developed by a team of psychologists and software engineers.

Using the tests in conjunction with all other tools

As mentioned earlier, the use of these tests depends on the job and the client. We may not always require the candidate to partake, but for the roles that are deemed suitable, it adds a level of fairness to the recruitment process by ensuring that every person who applies for the position is considered using the same criteria.

These tests are not the be-all and end-all in the process of landing a job but simply allow us to be much more thorough and detailed in our selection and provide a bigger picture.

Ultimately, using this tool in our hiring process backs up all intuition and human elements of the traditional recruitment process with data-driven results and allows us to operate with the utmost confidence in our services.