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Benefits of Using Psychometrics

  1. Fair selection 
    Research shows that application forms, references and interviews are rarely good at predicting which people will perform well. They are influenced by people’s preconceptions and biases. Assessments which have been demonstrated as reliable and valid to the job role allow a fair comparative method of selecting candidates based on the criteria identified for good performance.
  2. Significant cost savings in recruitment 
    The cost of poor recruitment is currently estimated at 40% of an individual’s annual salary. Using psychometrics which focuses on finding candidates most likely to perform well in the workplace dramatically reduces the chance of making a selection error.
  3. Increase revenue and good opportunities 
    Validation studies allow for behaviours which drive success in the specific role to be investigated and behavioural job fit equations developed. This allows for the quality of hire to be increased and key areas for development identified. Managing talent against these characteristics can increase revenue by 30% and good opportunities by 26%.
  4. Increased employee engagement and job satisfaction 
    The inclusion of environment fit reports enables consideration to be given to the impact that an organisation’s culture will have on candidate performance. Client studies have shown that a 10% increase in employee commitment equals a 6% increase in employee effort which equates to a 2% increase in performance. Increases in employee commitment result in higher levels of engagement and job satisfaction.
  5. Streamlined recruitment processes 
    Psychometric assessments can be easily integrated with applicant tracking systems, streamlining test administration. In volume recruitment, test scores can be extracted and presented in merit lists to make analysis easier and quicker.
  6. Support organisational branding and candidate attraction 
    Bespoke high fidelity assessments, such as Situational Judgment Tests, give realistic workplace scenarios within unique branding opportunities to attract candidates and encourage self-selection.
  7. Global functionality 
    Psychometric assessments available in multiple languages allow for standardised global projects to be carried out using assessments specifically designed for volume recruitment.
  8. Spot potential for the development of future talent pipelines
    Behavioural assessments allow candidate strengths to be verified and weaknesses probed to better match individuals to job roles. The depth of information provided ultimately allows for talent to be identified and developed faster which will have a significant impact on any organisation’s financial standing.
  9. Highly valid tests allow recruitment of the best candidates 
    Psychometrics allow candidates to be recruited on the best predictors of workplace effectiveness. Validation studies can be carried out to demonstrate predictor ability in different organisations or across different sectors.
  10. Utilise the power of the internet and modern technology 
    Online aptitude assessments can provide detailed information about candidate response times and shorten administration times.

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