Among the companies I have partnered during the last 18 years in my recruitment career, the use of Personality or Psychometric testing really is like "marmite". The leaders I speak to either love them and fully endorse them or absolutely hate them and you have to change the conversation very quickly!
We still meet lots of companies who believe they are skilled enough and have a strong enough "gut feel" to ensure every recruitment is a success. For the record "gut feel" only goes so far.
At Collingwood we have a portfolio of Psychometric Assessments that we use depending on the type of recruitment or leadership development that we are doing. These include Thomas International, Hogan and SDI. As part of a robust recruitment strategy that ensures we are able to evaluate the behaviours, values, skills and experience of candidates, we strongly endorse 3rd party Psychometrics to provide a different view and ensure our clients have all the data they need to make a successful appointment that takes no risks and that they know will be a great investment for their company's future.
Getting an appointment wrong can be very costly and so investing in Personality or Psychometric Testing is a great way to maximise your Return on Investment.
There is no mistake more costly, in terms of money, effort, and time, than a hiring mistake. It takes just one bad apple to spoil the barrel--and that's especially true for leanly-staffed startups. When you're building a business, every single hire must be the right hire. For any role at LexION, the first step of the interview process is a test. We do this before a phone screen or any next interview. Our test is an inventory based on the Kiersey test, an adaptation of the classic Myers-Briggs; there are easily over a dozen different options, all geared in a slightly different way. Successful businesses from McKinsey to Gilt Groupe to Makerbot use these objective psychology-based measures to help inform hiring decisions.