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  • Do You Know the Financial Impact of Your Most Recent Unsuccessful Hire?

    HR team assessing group of candidates interacting - Personality Tests to recruit -Pearson TalentLens

    Recruit talented employees & eliminate the cost of hiring the wrong candidates.

    According to research conducted by CareerBuilder in 2016, the average cost of hiring the wrong employee amounts to $17,000. However, based on a study from the U.S. Department of Labor in 2021, this figure can escalate to as high as $240,000, depending on the company and role.

    On average, the total costs to lay-off an unsuccessful hire and recruit a new hire is 30% of the annual salary. Consequently, making the correct hiring decision becomes imperative. But how can HR and hiring managers ensure they select the right candidates? Below are strategies to avoid making poor recruitment choices and avoid the financial ramifications of an unsuccessful hire.

     

    Preventing Unsuccessful Hires

    Traditional recruitment processes often involve a straight forward formula where people apply on a vague or generic job description. Afterwards, several applicants are chosen for interviews, and one candidate is selected soon after. However, what may have initially appeared to be a suitable fit can swiftly turn into a hiring mistake. It can turn out that the new employee doesn’t possess critical skills that he or she claimed to possess. Or their personality, values and behaviour turned out not to match with that of their colleagues.

    The primary challenge in a recruitment process is subjectivity. Quite often, HR and hiring managers ask questions like 'What are your main weak points?' and receive responses such as 'I work too much’ or ‘I’m a perfectionist’. This reveals nothing about the actual skills required for the job." If you realise that nearly 60% of unsuccessful hires fail due to an employee's inability to meet the expected level of performance, it becomes crucial to have a clear understanding of the required skills right from the start to avoid hiring disasters. To tackle this, you can consider the following:

    1. Clearly define prerequisite and trainable skills 

    Prerequisite skills are essential for the role which candidates should demonstrate during the interview as they won't be trained after hiring. They can range from general qualifications like prior experience in a specific field to specific expertise in a particular software program. On the other hand, trainable skills are those that employees will learn on the job, requiring some level of proficiency but not necessarily prior experience.

    2. Avoid open-ended interview questions that provide little insight

    Ask questions that will make candidates showcase their prerequisite skills instead of open-ended questions that provide little insight. For example, a question like “What experience do you have with working with this CRM software?” will provide you more valuable insights than “What do you do when you have a conflict with a colleague?”. Once the skills have been demonstrated, you can delve into other questions if necessary. However, there is no point in asking them with candidates who cannot prove their ability to perform the required work.

    3. Transform subjective 'soft skills' into objective criteria.

    When it comes to qualities like "cultural fit" and being a "team player," the interpretation typically vary across companies. To make these soft skills more objective, you can break them down into specific components. So clearly define the qualities you seek in a team player or cultural fit and assess whether your candidates possess these concrete traits. Structure interview questions that allow you to evaluate these components in your candidates as well.

    4. Make use of psychometric tests

    Psychometric tests for recruitment can be used to objectively measure a range of crucial skills, such as:

    • Numerical skills: the ability to carry out arithmetic computation and reason with numerical data.
    • Verbal skills: the ability to reason with concepts framed in written and spoken words.
    • Abstract skills: the ability to solve unfamiliar problems and learn new things quickly.
    • Critical thinking: the ability to separate facts from assumptions, to evaluate these and to draw the right conclusions.
    • Personality traits and values: measures whether personality traits (such as dominance, responsibility and recognition) and values (such as achievement, orderliness and goal orientation) of a candidate will likely match with the values and culture of the company. Personality tests that are very useful for recruiting

    Psychometric testing enables the HR and hiring manager to see if ability and personality are closely aligned with the environment, company, and role. Insights into aptitude, skills, personality, and motivation are essential to select the very best candidates and to develop and guide your workforce throughout their career at your organisation.

    5. Review candidate’s digital credentials

    Digital credentials – often in the shape of a digital badge – provide proof of someone’s learning achievement. These are issued by an educational organisation following a learning experience, such as the completion of a (digital) course or the successful passing of an exam. Such credentials are valuable as they can support or question the skills a candidate claims to possess.

    6. Don’t rush!

    Approach the hiring process gradually instead of hastily filling an open position. Although your team may be stretched thin with one or more employees short, remember that an unsuccessful hire won't solve the problem. Opting for a quick hire might provide temporary relief but will ultimately bring you back to square one. It's crucial to prioritize quality over speed, so take the necessary time to find the right candidate and sidestep the expenses associated with a poor hiring decision.

    7. Withhold subjectivity until the end

    Despite the various ways to make an objective hiring decision, you may have two candidates possessing pretty much the same skills, values, and personality traits. In such situations it can be inevitable to make a final decision that is based on subjective grounds like representation, DE&I or shared personal interests. It is important that such decisions are made only at the end of a recruitment process, so it is certain that the selected candidate possess the required skills and has the desired personality and values.

     

    Unlock the Power of Psychometrics with Pearson TalentLens

    Learn how Pearson TalentLens can help empower your talent acquisition and learning and development teams so you can start building a future-proof workforce today. Learn more about our talent assessment library or get in touch with us today to find out.

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  • Why and How to Use a Personality Test to Recruit?

    HR manager shaking hands with candidate - Personality Test for recruiting - Pearson TalentLens

    Personality tests - an important tool in candidate selection and development

    With the development of remote and hybrid working, the behavioural skills of candidates have become very important. Companies are looking for employees with adaptability, those able to demonstrate autonomy and agility - soft skills that are not always easy to assess. This is why recruiters are choosing to use a number of tests, including test of personality. We explore what are the advantages of this type of test for the company and the candidate? How to use it in the recruitment process? 

     

    What is a Personality Test?

    A personality test is a test whose objective, through a series of questions, is to analyse the personality of an individual. Frequently used as a recruitment test, it more precisely evaluates the dominant traits of a person's character, their behavioural profile in the professional environment, and, sometimes, their motivations and values.

     

    Pearson TalentLens Personality Tests

    • SOSIE 2nd Generation: reference tool, it gives indications on the person's personality, values, ​​or sources of motivation.

    All our tests are reliable and comply with ethical rules. Each of them meets specific psychometric criteria, guarantees of their reliability: fidelity, validity, discriminating power. These professional tests can be used by psychologists, and human resources professionals; and some require training to be administered. They come in different formats: statements to classify, quiz, questionnaire.

     

    The Benefits of Using a Personality Test for Recruitment

    In the context of recruitment, the personality test has many advantages, both for the company and for the candidate.

    Objective Interview

    Personality tests allow you to go beyond the written application and discover personality traits that do not appear on the CV, before or after an interview. Through these types of tools, the evaluation of the personality of a candidate is refined. For example, you could check if an aspect of the personality would not be appropriate for the role, or on an area which you have doubts. 

    Another advantage of having a personality test is to eliminate cognitive biases, which makes recruitment more objective. It avoids recruiting based on simple intuition, which can be misleading. Finally, thanks to standardised tests, candidates are evaluated fairly.

    Give All Candidates a Chance

    With the acceleration of digitalization and the appearance of new professions, certain technical skills (hard skills) quickly become obsolete. As a result, behavioural skills are increasingly valued because they contribute to the performance of the company. In fact, it is essential to be able to evaluate them, which, in addition, has several advantages:

    • Inclusion: Used to measure soft skills, the personality test promotes more inclusive recruitment by giving less qualified candidates a chance. In addition, with more or less equal technical skills (hard skills), the candidate whose soft skills are most in line with the profile of the open position is more likely to be selected.
    • Diversity: A personality questionnaire helps to detect different personality types among candidates, which avoids recruiting clones and makes it possible to build harmonious and rich teams with varied profiles. By understanding what type of psychological profile each candidate belongs to, the recruiter can overcome his prejudices and diversify his recruitments by being more inclusive. This diversity is an essential criterion because it is also a source of innovation and performance for the company.

    Ensure Candidate is in Line with Profile & Values

    If the personality test provides information that helps to objectify the job interview, it also helps to identify the personality profiles that best match the position.

    • The ideal profile for the position: The tests help to identify the candidate's personality based on criteria that are difficult to observe in the interview. For example, in jobs in the social sector, empathy is often a prerequisite, which a personality test is able to identify immediately. Similarly, to recruit a salesperson, the test can help you find the right profile for your company: an outgoing personality type, a dynamic personality, with an aptitude for communication, while being able to listen enough to analyse customer needs.
    • Synergistic values: The fact that a candidate theoretically has the necessary skills to fill a position is not enough to recruit him. Indeed, it is necessary to determine his profile and his personality at work, in order to verify that he corresponds to the company culture and that he will be able to integrate well.

    Data-Driven Talent Decisions

    By identifying the profile that best corresponds to the open role, this type of test reduces the risk of recruitment errors, and the cost they imply for the company. If you are looking for a specific personality type, tests before the interview will save time during the candidate screening stage. You can then complete follow the tests with a discussion on the results, particularly focusing on certain dominant traits of the candidate's personality.

    Improve candidate experience

    Taking a personality test also has certain advantages for the individual applying. Indeed, the report allows him to get to know himself better, even to discover character traits that he did not suspect. Sometimes the result is stunning for a candidate, as it can accurately reflect their personality and confirms what the person already knows. Knowing themselves well allows the candidate to work on how to present themselves and, if they join the company, to pay attention to their “weaknesses”.

     

    How to Integrate it Into Your Recruitment Process?

    Recruiters can use the personality test in two ways:

    • Before the interview: the personality test facilitates the pre-selection of applications since it provides additional information to refine the initial analysis of CVs. This step is particularly recommended for volume recruitments because it saves time. If the test results correspond to the profile sought, the recruiter can rely on the report, during the interview, to deepen the dimensions of the candidate's personality.
    • After the interview: the recruiter uses this type of test to refine his judgment and complete his first impression, to better understand the personality of the candidate and therefore confirm or invalidate the personality elements put forward previously. When the personality test is carried out after the first interview, it is often followed by a second interview during which the recruiter presents the results and uses them to encourage the candidate to develop certain personality traits.

    Inform the Candidate

    Organizations using assessments for recruitment should follow best practice guidelines set out by responsible bodies such as the British Psychological Society. Candidates should be informed of the nature of the test, how their results will be used and who will have access, and how long their results will be retained for. Any tests should also be delivered by an appropriate professional with the relevant training for the test being offered.

    Provide Feedback

    Test results should be kept confidential within the company but passed on to the candidate. In practice, they are generally communicated during a feedback interview and are accompanied by a report containing a personality assessment. A tool for dialogue between the candidate and the recruiter, the personality test also represents an aid to assessment and recruitment. Thus, if the company decides to retain a candidate despite certain weak points regarding the position sought, it can inform future onboarding and coaching plans.

     

    Unlock the Power of Psychometrics with Pearson TalentLens

    With the right strategy and tools, you'll empower your talent acquisition teams to make the right hiring decisions. Want to see how Pearson TalentLens can work within your hiring process? Learn more about our talent assessment library or get in touch with us today to find out.

    read more
  • Why Integrate Psychometric Tests Into Your HR Processes?

    Smiling Businesswoman Passing Folder to Co Worker in Office - Importance of Psychometric tests in HR processes - Pearson TalentLens

    Improve HR strategy with psychometric assessments to select top talent.

    Personality questionnaires, logic tests, evaluation of intelligence quotient, multiple choice questions (MCQ) of general knowledge, the psychometric test comes in different forms, all with the aim of providing greater insight and/or evaluating the aptitudes of candidates. Thus, at a time when soft skills prevail, more and more companies are asking their candidates to carry out tests during the recruitment process, and also their employees. But how should organisations use these tests? What are the advantages? Here are some good reasons to integrate them into your HR processes.

     

    Defining Psychometric Testing

    Used for professional selection and orientation, the psychometric test is used to measure an individual's logical, verbal and numerical skills, as well as personality, motivations and professional behaviour.

    Test Categories

    In occupational psychology, the aptitude test sits alongside personality tests, intelligence tests and situational tests or projective tests. Among the different types of tests, we publish the personality inventory (SOSIE), intellectual aptitude tests (DAT™  Next GenerationWatson-Glaser™ lll), and the motivations and professional interests (Which Career For Me).

     

    What Situations Are Psychometric Tests Used In?

    Psychometric tests are used in various situations of personal and professional life, in particular for a skills assessment or as part of a recruitment process.

    For career guidance: Career Counsellors in guidance centres and skills assessment centres commonly use psychometric tests to support their clients in their professional development. Doing a personality test, or evaluating an individuals motivations and professional interests, makes it possible to identify the main elements of an individual's profile and inform the types of roles that may appeal or be suitable for them. For example, tests can highlight their interests, values, predispositions for manual or intellectual trades, creative or analytical temperament, as well as their ability to work alone or in a team, etc.

    For certain competitive roles: A number of professions use psychometric tests as part of their pre-employment assessment process. The Watson Glaser-lll for example is most commonly used as a screening tool for recruitment in the legal sector, whilst the NHS employs the use of a number of psychometric assessments to sift and select candidates. Many sites offer free psychometric practice tests in order to help candidates prepare and train for the skills required.

    For access to certain professions: The application process for specific professionals such as training to become a train driver or pilot also sees candidates required to undertake technical tests and targeted psychological assessments. Aptitude tests measure in particular the ability to concentrate, resistance to stress and even cognitive abilities. For example, Air France’s selection process, one of the most demanding, includes difficult psychological tests, with a series of logical consequences, as well as group and individual interviews, all over two days!

     

    The Advantages of Psychometric Assessments

    Scientific Reliability

    Psychometric tests make it possible to evaluate an individual, based on an objective statistical approach. As part of its scientific validation, the psychometric assessment must be calibrated to situate a person in relation to a representative sample of the population, with criteria such as age, gender, level of study etc.

    The effectiveness of these tools is guaranteed by three criteria: reliability (similar results and scores if the test is taken several times by the same person), validity (the usefulness and specific performance of the test), and sensitivity (the discriminating power that distinguishes individuals from each other). It is strongly recommended to complete the tests with a feedback interview, conducted by a psychologist or a person trained in the tools.

    Improved Candidate Experience

    Completing tests allows a candidate to check that their profile is suitable for the position offered and that they do not waste their time applying for it. Taking a personality test allows them to identify or confirm their character traits. Similarly, candidates can test their know-how and appetite for a position, with a practical simulation test. Passing tests therefore allows you to get to know yourself better, to identify both your strengths and your points of vigilance, and to assess your ability for which you are applying.  From the employer’s perspective, by collecting complete information on the candidate, the employer can best support them in the onboarding phase, a crucial period for retaining talent.

    Secure & Objective Decision-Making

    For certain technical positions or management functions, candidates must pass a battery of tests before the job interview. These tools indeed help to objectify recruitment, thanks to the concrete and reliable information they deliver, which is not always communicated via a CV and cover letter. In addition, they make it possible to avoid cognitive biases and discrimination, even unconscious.

    In order simplify the recruitment process, it is possible to give a test only to applicants on the short list, for example to decide between two applicants of the same level. The SOSIE, for example, provides the recruiter with details of the personality traits of the prospective candidate and their values. In fact, the results of a test, scientifically proven, support the recruiter in his decision-making, whatever the outcome. However, to evaluate the candidates in an optimal way, it is recommended to cross all sources of information (CV, letter, tests, recruitment interview).

    Greater Candidate Insights

    Completing assessments allows the recruiter to ensure the suitability of a candidate to occupy a specific position; by verifying that his profile meets the expectations of the role, both in terms of know-how (hard skills) and behavioural skills (soft skills). Among the tests used by companies is the Watson-Glaser™ III , which assesses the critical thinking ability of candidates called upon to manage and make decisions. Salespeople can also be tested in a targeted manner on their behaviour in a professional situation (relationship with the customer, conflict management, etc.).

    In addition, psychometric tools can help to predict candidate success, helping to reduce turnover and the costs associated with recruitment errors. As a recruiter, you can assess the candidate's ability to perform in the role and, in part, their professional development. How will this person fit into the existing team? How are they likely to evolve in the company? Are they capable of innovating? Knowing a candidate's potential also helps shape and inform HR teams long-term strategic skills management.

     

    Unlock the Power of Psychometrics with Pearson TalentLens

    With the right strategy and tools, you'll empower your talent acquisition teams to make the right hiring decisions. Want to see how Pearson TalentLens can work within your hiring process? Learn more about our talent assessment library or get in touch with us today to find out.

    read more
  • The Role of Psychometrics in Today's Employment Landscape

    interviewer and candidate shaking hands - Role of psychometric tests today - Pearson TalentLens

    Future-proofing recruitment strategies with psychometric insights.

    There’s no avoiding the pace at which jobs are evolving, and along with them the skills required to succeed. Recently, LinkedIn highlighted the top 25 fastest-growing job titles from Data Science Manager to Machine Learning Engineer. Many roles didn’t exist ten years ago, others have developed as technology has advanced.

    Add to this mix - the development of AI and digital technology, changes in the economic and global climate, new generations taking up positions in the workplace and shifts in work-life priorities - and we have a talent market that is continually being shaped and moulded by these factors into something new. 

    Organizations are looking for ways to navigate this evolving talent market and identify candidates who have the right skill sets, abilities and shared values for their business. Research indicates that “just over half (52%) of talent leaders in the UK are using analytics or technology to support their hiring and workforce planning decisions,” making psychometric assessments an ideal way to help recruitment/hiring managers, select top talent, develop current employees and evolve employees into future roles.

     

    What is Psychometric Testing?

    Psychometric tests for recruitment are the key to matching the very best candidates to the most suitable positions. They are used to measure a range of crucial skills which can aid the recruitment process, such as:

    • Numerical skills
    • Verbal skills
    • Abstract skills
    • Critical thinking
    • Logical reasoning
    • Personality traits and values
    • Ability testing

     

    How Can it Assist?

    Interviews assess a candidate’s suitability for a role up to a certain point, but psychometric tests can assist in determining other crucial factors. These include how well that individual will fit into the existing team, their development within a certain role and their specific preferences and personality traits. Psychometric testing supports the recruitment process by offering specific information about an individual’s fit for a certain role.

     

    The Benefits of Using Psychometric Tests

    There are numerous reasons why psychometric testing can be of benefit to the recruitment industry, including:

    • Reduce hiring costs and increase candidate pool - Adaptive testing means that you can use just one test to assess a diverse pool of individuals with differing abilities along the performance spectrum. On average, a 'bad hire' costs companies 30% of each hire's annual salary. Tools including the new RAVEN'S Adaptive can help you strengthen your decision-making process.
    • Quickly sift out unsuitable candidates - with Talent Match you can reach a wide range of candidates who fit your requirements. Skills-based hiring can ensure you’re not ruling out candidates too early, which helps to improve your efficiency and supports candidates’ quality up to the final stage of recruitment.
    • Predict performance - Tools such as the Watson Glaser Critical Thinking Appraisal test is seen as a successful tool for predicting job success. Research shows that organisations can predict over 70% of performance by using the right tools. Results can help you identify and select good team members and possible future leaders.
    • Full picture of a candidate - Combining tests into one assessment package enables you to get a full picture of a candidate from skill sets and personality to their ability and values. Helping you to identify the likelihood of a candidate fitting into a team, role or environment.
    • Reduces unconscious bias - Taking into account variations in personality, values, learning styles, for example, is a very important “though often a ‘hidden’ and so overlooked, form of diversity” Angus McDonald. Including psychometric tests in your recruitment process can help to reduce bias because they are standardised and objective unlike other methods such as interviews.

    “We need to look at people as individuals…individuals bring diversity into the workplace.” Angus McDonald 

     

    Harnessing Technology in Psychometric Testing

    Types of Tools Available

    • Watson Glaser Critical Thinking Appraisal - This test measures critical thinking ability. It assesses the ability to look at a situation, understand it from multiple perspectives and effectively separate facts from opinions and assumptions. This appraisal is particularly suited to graduates and managers and looks at comprehension, analysis and evaluation.
    • SOSIE™ - This tool measures personal and interpersonal values and personality traits. It can be used to create an even broader picture of a candidate when combined with ability tests within the recruitment process. This test will also offer an insight into the personality and motivations of the candidate, as well as their fit with a role or organisation and, ultimately, their performance.
    • Numerical Data Interpretation Test™ (NDIT) - This test is designed to assess an individual’s ability to interpret and manipulate data. This skill is crucial for numerous roles and offers an additional insight alongside academic grades, which do not necessarily predict how well a person will perform when interpreting data in the workplace.
    • RAVEN'S™ Adaptive/Advanced Progressive Matrices - These tests are widely used within recruitment for graduates, as well as for IT and engineering. They measure inductive (abstract) reasoning and identify advanced observation and clear-thinking skills.

    Ability and Personality

    When it comes to hiring, it is crucial to achieve a good balance between sufficient ability and the type of personality that is best suited to and compatible with an organisation.

    Psychometric testing offers a deep insight into the personality, behaviours, motivations and aspirations of an individual, enabling the recruiter to see if these factors are as closely aligned with the environment, company and role as the candidate’s ability and CV. Psychometric tests enable recruiters to gain a fully rounded insight into a candidate, offering an effective evaluation and thorough understanding of skills, ability and personality.

     

    Valuable Insights 

    Insights into aptitude, skills, personality, and motivation are essential to select the very best candidates and to develop and guide your workforce throughout their career at your organisation. Reliable and scientifically proven, our solutions support you in your daily work to get the clearest possible picture of a person’s current and future potential.

    Contact our team to review how psychometrics can assist you.

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