How to use psychometric testing in job interviews

psychometric testing jobs

 

Interviews aren’t only stressful for the candidate. It can be a daunting experience for the interviewer as well. Especially if the interviewer is inexperienced. That’s why using psychometric testing in job interviews is so useful.

 

What is psychometric testing?

Psychometric testing measures an individual’s characteristics, such as mental agility, aptitude and personality. This allows the recruiter to compare a candidate against an ‘ideal’ for the job and against other candidates. In the job interview process, it equips the interviewer with insights that are impossible to gain from either CV or conversation.

Why use psychometric testing?

This is simple. Ultimately, psychometric testing saves time and therefore money. Users of psychometric testing make fewer poor hiring decisions, spend less time making the right hiring decisions and are best placed to successfully onboard their terrific new hires.

How to use psychometric tests in job interviews.

The first step is to ask your candidate(s) to complete the McQuaig Word Survey® online and in advance of the interview date. Don’t leave it to the last minute or, worse still, after the interview! The tool generates the report immediately upon completion of the survey, but you need time to digest the results and even take some advice if it’s a ‘tricky profile’. That way, you’ll avoid making interviewing mistakes.

We recommend that all regular users of the McQuaig Psychometric System undergo training to Level 2 Accredited McQuaig Interpreter standard. This equips the user with the knowledge they need to accurately interpret most reports. Level 3 Advanced McQuaig Interpreter training takes that knowledge even deeper. And of course, the team at Holst are on hand to offer help where needed.

The McQuaig Word Survey® report not only gives a clear breakdown of the candidate’s characteristics and how they prefer to work, but it also highlights any current ‘transitional’ changes in their character, i.e. not their normal preferred behaviour. This is essential for an effective interview.  The report also provides a set of interview questions, which is an excellent framework for novice and seasoned interviewers alike. Download 10 Common Interview Mistakes here.

How can these tests ensure you hire the best suited person for the job?

Start with identifying the requirements for the job by completing a McQuaig Job Analysis and then a McQuaig Job Survey®. Then compare your candidates against it. The candidates with a poor fit will be obvious. It’s then a case of whittling down the rest to decide who to bring in to interview. The Job Fit Interview Guide enables the interviewer to really get beneath the surface layer of the candidate and their CV (see Tips to Catch Out CV Cheats).

How do these tests save you time and money?

The hiring process is costly in terms of time and finance. In monetary terms a bad hire can easily set you back around £30,000. Ouch. And, when you also factor in the knock-on effect of a bad hire (higher staff turner, decreased productivity, low morale and the potential negative impact on your company brand) the true cost begins to ramp up.

Psychometric testing reduces the likelihood of making a bad hire. Use the McQuaig Word Survey® and the McQuaig Mental Agility Test® to really understand your candidates and how they might or might not fit your organisation. Depending on the size of your organisation, the cost of an Unlimited Licence stacks up very well. Contact us to find out more.