Today the hunt for data has become an unavoidable necessity in decision-making. And the field of human resources is no exception. For HR, it's all about finding relevant and objective information about the person to be recruited, setting up understandable indicators to monitor employee performance, and providing a clear view of talent mobility.
Psychometric tests are key elements in providing complete and objective data in order to make the right decisions in recruitment and talent management.
1. Tests provide easily measurable results
The consequences of a failed recruitment or a bad decision in the promotion of an employee can be catastrophic.
Take for example the cost of a failed recruitment, noted during the trial period, it is on average beyond 50% of the annual salary, while the cost of replacing an employee is estimated on average at 150% of annual salary.
The purpose of psychometric tests is therefore to measure human behavior and better estimate a person's probability of success in a given position. The predictive validity of a psychometric questionnaire is therefore the essential factor in predicting a person's performance at work. Their use in recruitment or internal mobility makes it possible to identify the people best suited to the position.
For example, people who score well on reasoning tests are more likely to analyze and solve complex situations.
2. Testing reduces cognitive biases
Evaluation is often limited to the interview alone, which proves to be insufficient if it is not accompanied by a range of objective and relevant clues. Several scientific studies show that the correlation between the ability to “sell yourself” well in an interview and performance once in the job is only 14%.*
Among other elements that can distort an evaluation are the experience of the evaluator, cognitive biases (stereotypes, prejudices) but also a lack of self-knowledge of the person evaluated.
Compared to traditional selection methods, psychometric tests provide key indices to facilitate decision-making, in an objective and non-discriminatory way.
These standardized measurement tools are based on a statistical approach and make it possible to study the differences between individuals on the basis of a common calibration. Their use in addition to maintenance can reduce selection errors by 24% according to the same study.*
Central Test offers a combined and global approach in order to better identify the potential in terms of know-how and synergy with a position to be filled or with the corporate culture.
3. Effective training is enough today to use them
Gone are the days of clinical questionnaires and convoluted reports where the intervention of a psychologist was necessary to interpret the results.
Today, the majority of test publishers offer assessment tools specially designed for use in the workplace and with simplified ergonomics, while respecting scientific validation standards.
The reports, immediately accessible online, are pleasant to read, with graphs that allow you to quickly visualize the important features. At Central Test, reports also include personalized comments, which avoids the risk of over-interpretation. But in order to properly appropriate the dimensions measured by the tool and better interpret the results, training in the tool remains necessary, regardless of the evaluation context: recruitment, internal development, skills assessment or reclassification.
Whether it is to recruit candidates, develop employee involvement, retain the most efficient employees or to increase the company's productivity, psychometric tools are essential data for the implementation of effective talent management.
* Schmidt, F.L., & Hunter, J.E. (1998). The validity and utility of selection methods in personal psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin.
