I wholeheartedly agree that properly validated psychometric tests provide huge value in every recruitment process and should be invested in no matter the level of role you are recruiting. I disagree, however, that candidates should complete a test as the first thing they do in your process. We use @HoganAssessment or @ThomasInt_UK depending on the level of role we are recruiting but only when we have met a candidate. These assessments help to support our interview findings and provide areas of concern for our clients to explore in their own assessment process. We never encourage them to be used as a "computer says no" decision!
Many service companies rely on skilled, personable employees to satisfy customers, but finding them can be costly; in some industries the annual churn rate exceeds 50%. Weak labor markets and click-to-apply online applications increase the burden on companies, which may get hundreds of applicants for a single opening. Consider the British call center industry: In 2012, 7 million people applied for 260,000 jobs. Most companies have a standard hiring regimen: Recruiters start by reviewing résumés, move on to phone or face-to-face interviews with the most promising candidates, and then draw on various tests, often including psychometric tests, to determine which applicants are the best fit.