The new year, a new job trend truly kicked in, with applications 57%, up month on month and 32% over the 2022 average, higher than in any month in 2022 according to the latest recruitment trends report from WaveTrackR. And with an average cost to re-hire executive positions, up to 213% of the employee’s salary to replace them, making the right hire the first time is more important now than ever.
Getting the right fit is imperative. If you do then ideally you secure a candidate who works for you for years to come, if not you find yourself having to recruit, onboard, and train again in at times a few weeks, months or years’ time.
A way of assessing someone’s ‘fit’ is psychometric testing. But what exactly do these involve? How can a candidate prepare? What does it cost?
We’ve put together a quick run-through for you on what is involved in the psychometric testing that we ourselves use both internally and externally, the costs, and how we can help your business by offering up to two, free psychometric tests per year, (£250 per test normally!)
Finding the right candidate for your position can take more than simply sourcing someone with the right work experience, certificates, and skills. Understanding their numerical and communication skills, as well as understanding their temperament, working style, and how that will fit within your existing team, should be a big part of your decision-making process.
As a business, we work with Thomas International which helps businesses make smarter recruitment and development decisions and predict which candidates are most likely to be successful in a role.
Does psychometric testing work in recruitment?
Studies have shown that psychometric testing can, indeed, save time and money while recruiting, and employers have admitted to feeling more confident when choosing candidates. Experts in the field maintain the reliability and accuracy of these tests, but also advise that these tools are best used alongside traditional methods such as face-to-face interviews. One study found that 75% of The Times’ Top 100 Companies were using psychometric testing alongside other tried and tested recruitment methods and tools.
What are the benefits?
Eliminating unsuitable candidates at an early stage
Screening candidates for interviews
Objectively determining someone’s ability, personality, motivation, values, and reactions to their environments
Identifying the strengths or weaknesses, missing in existing teams and helping to make strategic recruitment decisions
Providing management with guidance on career progression for existing employees
What are the different types of psychometric tests?
There are four main groupings or categories: aptitude, behaviours, personality, and emotional intelligence. While aptitude measures cognitive abilities, behaviour testing will look at how a candidate acts or communicates. Personality testing explores candidate traits and how they might fit with a particular role whereas E.I., or emotional intelligence, can be measured through its own set of tests.
Looking to recruit and think psychometric testing could help you? Try it for free.
As the preferred recruitment partner of the NAS, Thorn Baker Construction takes an active role in all aspects of your industry. As the only recruitment company to achieve this status and we’ve done this by delivering quality professionals to the construction industry for over 30 years, and being a trusted brand.
We’re committed to supporting NAS members with two psychometric tests per business per year with bespoke feedback from our Construction Director Rob Ford.
If you have a role coming up that you think could benefit from our offering please complete the form below and Rob will be in touch with directly.