I'm Not a Psycho - Honest

I'm Not a Psycho - Honest
Article contributed by Shawn Twomey
Written on 08 May 2017

I'm Not a Psycho - Honest! 

In the past 2 months, the team in Perth have had a number of senior hiring decisions hinge on the success of a psychological test as the final part of a recruitment process.

This has produced mixed results with some of the applicants being successful and some missing out on a role due to this final part of the process. This led to a healthy debate in the Perth Office around the validity of psychometric testing, when in the process they should be used? And how much weight should be applied to them in a hiring decision?

At their best a psychological test can provide an employer with an insightful and accurate picture into a candidate’s suitability and culture fit for a company and role. It can provide peace of mind that you’re hiring the right candidate as well as mitigate costly hiring mistakes, which are all critical in building a successful team and business. But should they be used totally as the decision making tool, where a candidate has 10 years + experience, has successfully completed 3 interview stages and has exceptional work place references?

And if the psychological test is going to be used above all other parts of the process should it be completed at the start?

Personally I’ve seen scarily accurate results come from psychometric testing, and whilst I feel you’d be naive to ignore the results, I feel at different levels of hiring they could and should be used differently. My thoughts on this are:

  • As part of a graduate assessment or when there is minimal work history and references to take then they should be a critical part of the hiring process and completed fairly early in that process, but again shouldn’t be the only part of the decision.
  • When hiring into a senior position where someone has a professional qualification as well as a successful career backed up by references whilst these tests can be used they would form a much smaller part in weighting for the decision.

It’s up to each individual business to decided how they want protect their culture but I would argue that apply 80 – 100% of your decision in hiring someone against a test isn’t always the best approach.

I’d be keen to get the thoughts of my Linkedin network in regards to psychological testing and how/when they should be used in hiring staff

Walker Andersen - It's all about time