19 November 2009

Tests need to be used correctly

A growing number of recruiters are misusing psychometric assessments when hiring senior managers, according to a firm that devises the tests.

Paul Englert, international business development manager at Psytech International, says that psychometric test results were being treated as definitive statements on how candidates would perform in a job, rather than as a way to help understand their leadership style and behaviour.

He is reported as saying that, in some cases, recruiters were also failing to take proper account of other factors such as candidates' track records.

Englert went on to explain that some were using the test as if they provide all the answers; they want to be able to say that one candidate scores higher on the test and is therefore the best person for the job, but this is not the case.

Psychometric tests are designed to help understand how people think, what motivates them and how they are likely to react in situations. With graduates, for example, this can help recruiters assess whether candidates are suitable for a particular job by estimating their potential.

Senior managers, however, have years of work experience to which they can turn to demonstrate how they act in a range of circumstances.

With senior positions the decision-making will be more complex because it has to incorporate their track record, Englert added.

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