There are different things that have to be taken care of while assessing the candidates sitting in the recruitment procedure. Since decades, interviews and resumes have been the prime source of obtaining information about the candidates. But in present era, many new tests are getting introduced in companies so as to make recruitment procedure more effective and productive.
There are different kinds of tests like pre-employment tests, psychometric assessment test and so on. These tests make sure that the candidates are shortlisted on the basis of their capabilities, their intelligence, behaviour and overall personality. There are many reasons that you should go for psychometric test in recruitment procedure and some of them are as under:
Maintenance of Standards
Psychometric assessments caters standardized data that simply means applicants are measured by making use of the same criteria and they are compared against consistent market standards. Such standardization adds neutrality and freedom to assessment procedure that can at times be lacking in exclusively internal processes. Once you compare all of the applicants with diverse valid and standards psychometric instruments, you can fetch a full profile of these individuals.
The size of the firm does not matter
It is not that Psychometric assessments are applicable for huge companies only that recruit new graduates. Small companies can also make the most of this assessment as a part of their complete recruitment method. Anyhow, while you do so, it has to be ensured that applicants get tested for right set of traits.
Time and efforts
Psychometric assessments can easily save a lot of your time, money and efforts. It is because there are thousands of applicants that sit in your recruitment procedure. If you have an effective filtering method like psychometric test; you can do things in a much effective and speedy manner. You need not to recruit additional staff to take care of the different steps of the recruitment procedure.
It is not all about interviews
It is needless to say that interviews have always been a prime element of a recruitment system. But it is equally vital to understand that interviews cannot carve out the most of a candidate. It is possible that a candidate is absolutely perfect for your company but he or she is simply not good at interviews. Or maybe the candidate is nervous about the interview or simply it is not his or her day! On the hand, you can encounter many candidates who are great at giving questions in an interview and are well versed at managing their interviews.
Don’t forget that interviews are about getting the right talent and potential for the designations in your business. Unfortunately interviews at times fail to measure the true ability of the candidates. But these psychometric assessments cater you a standard where you can compare outcomes against other applicants who have applied and also previous applicants who might be flourishing inside your business. If you introduce such a psychometric test, it would be that you need not to sit and grill your brains, trying to recall everything that every single applicant said in the interview.
So, when are you going to take a step towards affectivity and productivity?
