In this Guest Post from Lewis Prescott of Skills Arena we find out why psychometric testing is so useful for hiring at Management Level.

If you are applying for a role in management, you will no doubt have to take a psychometric assessment. This will usually provide you greater detail into the key characteristics needed in the role.

These aspects may have been witnessed in your current role, however a personality profile will identify qualities for development and also your expert features in more specific facets.

By coming on our Management Training here at Silicon Beach, you’ll learn to develop the skills that psychometric tests can seek out one of which is charisma.

What Is Psychometric Testing?

Psychometric Assessment is a tool to determine the strengths of personality traits enabling the individual to communicate their preferred style and method of working.

There are a large range of evaluation tools available and the psychometric assessments enable an organisation to gain a snapshot view into the potential strengths of an individual.

Hiring Management Level Personnel

Businesses looking at senior recruitment often use psychometric assessments as they provide an invaluable additional insight into the mind-set of a candidate.

Feedback from this recruitment process has revealed that whilst candidates can appear very credible at interview, when you examine how they perceive themselves you gain a much more detailed insight into their true personality.  So by not going through this level of testing, it’s very easy to miss indicators that require further exploration at an interview level.

Through utilising the psychometric assessments during recruitment, you can ensure we establish a ‘best fit, right first time’ employment strategy that matches the individual’s personality traits with those demanded by the role.

Why Use Psychometric Testing?

It could be said that until recently, employers have been forced to rely solely on educational qualifications, as well as traditional hard-skills testing in Microsoft applications or specific industry-related packages.

Although these assessments have always been, and continue to be, very effective, pairing these with the additional insight into a person’s work habits, interpersonal style and characteristics, enables employers to identify who has the potential to fit the culture of the organisation and become a talented leader.

The biggest advantage of using psychometric assessments is, when conducted correctly, the assessment is objective, as opposed to subjective.

By using objective assessment, the emotional response is eliminated, so the attitude of the person making the selection or determining a person’s suitability is not influenced by their personal views.

Another reason for using psychometric assessment during a recruitment process, particularly at a management level, is being able to gauge the individual’s initial impression about the professionalism of the company from the point of attraction, through to induction.

By undertaking psychometric assessment and receiving appropriate feedback, their perception of the company and their confidence in working for an organisation is significantly enhanced.

It has been reported that 3 out of 10 talented individuals will turn down a job offer, so self-deselecting and the individual experience is an important objective in securing a talent pool to feed into successful planning and safe guarding the future.

This was a guest post from Lewis Prescott of Skills Arena. Skills Arena help both candidates and businesses for employment testing by offering a range of tools and resources for psychometric testing and general skills testing.

It may be the case that you have the managerial skills you need to bag the job, but are you ready to lead? Our Leadership Course will give you the skills and confidence to be in the top role. 

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hiring managers, Hiring Process, psychometric testing, selection process

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