An interesting debate! We have successfully used Psychometric Testing as an integral part of our recruitment process for nearly 12 years and there are a number of key benefits to it.
There are '000's of available tests in the UK alone and it is critical that you invest time to really explore and evaluate your options. We use Thomas International as an overview and Hogan as a deep dive for Leadership roles. We view neither as a "computer says no" and are qualified to understand the data they provide so that we can interpret it effectively, consider it with all the other data we have found through the recruitment process and then use it further when onboarding the successful candidate.
The key benefits have been removing any "gut feel" from the decision making process, ensuring that candidates align behaviourally and culturally with our clients and they provide data that is extremely difficult to ascertain through interviewing alone.
I am a strong believer in their effectiveness!
Psychometric testing - a practice more commonly associated with Pavlov’s dogs, is also practice of testing candidates’ inner psychic reflexes. Whilst no one is expecting their candidate to respond by salivating, testing in this way enables recruiters to find abilities and traits that can suit an organisation. But, is this practice still relevant today? Speaking to Matt Stevens Head of Talent Assessment at TalentLens, he sheds light on the benefits of the practice: “Although CVs and interviews are a good way to gauge a candidate’s experience, skills and appearance, what most employers want to know is objective answers to questions such as ‘Will this candidate fit in well with the team?’, ‘Will this candidate be able to deal with high-pressure situations?’ and ‘How will this candidate tackle challenging problems?’