Psychometric Testing: How employers can improve hiring and talent development
By Diane Silcock
WITH South Africa’s high unemployment rate and an ever-widening talent pool, Human Resources professionals and recruiters are often faced with the challenge of managing large volumes of job applications. Once a shortlist has been compiled, identifying the candidate most suited to a particular role can be equally challenging, particularly when applicants have similar qualifications, skills and experience.
Psychometric testing can add significant value by assessing work-related competencies and providing employers with a broader and more objective understanding of shortlisted candidates. However, its value extends beyond recruitment, supporting employee development, talent management and succession planning.
Unless a company has a robust interview process, bias can influence recruitment decisions. Organisations can also find it difficult to differentiate between candidates with similar skills and experience.
This is according to Liesl Cloete, Director of Equip Assessment and Development Services and Independent Psychometrist, who has worked with businesses across a range of industry sectors for 26 years.
“People are generally inclined to gravitate towards those who are similar to themselves, whereas psychometric testing can provide a more objective view,” says Cloete.
“Depending on the role, assessments can provide insight into competencies such as cognitive problem-solving ability, resilience, leadership approach, trainability, work style, personality, and emotional intelligence. For technical roles, we also look at mechanical and spatial reasoning to get a sense of the technical aptitude of the person.”
Looking beyond technical performance
Cloete, who has worked extensively in the engineering space, says strong performance in a technical role does not necessarily mean an employee will succeed in a leadership/managerial position.
“Different competencies become more important when predicting success at that level,” she explains.
Context is therefore critical. The psychometrist needs to understand the role requirements, organisational cultural perspective and scope for development when selecting the appropriate assessment battery. This enables the results to be interpreted within the context of the organisation and role, helping employers identify candidates best aligned with a position, whilst providing insight into areas where development or support may be required.
Supporting development and retention
Psychometric assessments can also provide valuable insight beyond the initial hiring decision.
“Employees are more likely to remain engaged when they understand the opportunities available for their development,” says Cloete. “This is why I centre interviews around understanding a person’s motivations.”
She says ambitious employees may want to progress relatively quickly, making it important for organisations to understand their career aspirations and development opportunities.
Cloete advises against viewing assessments as merely informing a hiring decision or using results in a reductionistic way. “The information should be used going forward,” she says.
She generally includes a feedback session to both successful and unsuccessful candidates. “Providing feedback can contribute positively to a company’s reputation because it demonstrates the investment it makes in people. It can also give candidates a sense of their strengths and growth opportunities that can be used for their development and onboarding.”
For employers, psychometric testing can therefore provide insight beyond a candidate’s suitability for a current role, supporting talent mapping, employee development and succession planning.
“The main purpose of psychometrics within work environments is to increase an organisation’s ability to anticipate and make sense of behaviour as well as predict future performance and potential,” concludes Cloete.
In South Africa, Cloete advises employers to ensure that psychological tests used for recruitment and selection meet the relevant professional and legal requirements, including those relating to the administration and interpretation of assessments and the Employment Equity Act.
When used appropriately, psychometric testing can benefit both employer and candidate, supporting more informed hiring decisions while providing valuable insight into an individual’s strengths, development needs and potential.
Learn more at www.equipsa.co.za
