Leveraging Psychometric Assessments for Effective Hiring

Leveraging Psychometric Assessments for Effective Hiring

26 Jun 24 3mins Sarah Beauerle


At JMA, we’re all about helping our clients hire the right people. In today’s business environment, getting the best fit for your team is more crucial than ever. The recruitment routine of resumes, interviews, and references provides really good data points, but it doesn’t give us the full picture of a candidate’s potential. This is where psychometric assessments come in handy. These tools help employers dive deeper into candidates' cognitive abilities, personality traits, and behavior patterns, leading to smarter hiring decisions. 

Why Use Psychometric Assessments? 

80% of Fortune 500 companies use psychometric assessments in their hiring process. Companies like Aon, DDI, Hogan, and Predictive Index offer some of the most common assessments. Sometimes, businesses even create bespoke assessments tailored just for them. 

Psychometric assessments are a toolbox filled with various instruments to measure cognitive abilities, personality, values, and motivations. They’re based on solid scientific principles and offer a standardized way to objectively evaluate candidates. This means you get insights that traditional methods often miss, giving you a fuller picture of whether someone is the right fit for your team. In our experience, they’re most commonly used for: 

Spotting Key Skills: One of the big perks of psychometric assessments is that they can pinpoint the key competencies needed for a job. By using tests specifically designed to measure relevant skills, employers can see if candidates have the cognitive abilities, problem-solving skills, and emotional intelligence necessary for the role. This makes it easier to match the right person to the right job. 

Predicting Job Performance: These assessments are pretty good at predicting how well someone will perform on the job. By looking at assessment scores, employers can gauge how candidates might perform and add to the company culture. This predictive power helps reduce the risk of hiring mistakes and increases the chances of hiring someone who will thrive. 

Making Hiring Fairer: Psychometric assessments bring a level of objectivity and fairness that traditional methods might lack. They provide standardized metrics for comparing candidates, which helps reduce unconscious biases. This means all candidates are judged on their merit, promoting a fairer and more inclusive hiring process. 

Improving Interviews: These assessments can make interviews more effective, too. Employers can use the results to tailor their questions, focusing on strengths or areas of concern highlighted by the tests. This leads to more insightful interviews and a better understanding of a candidate’s capabilities and motivations. 

Boosting Development and Retention: Psychometric assessments aren’t just for hiring—they’re great for development and retention too. By understanding employees’ strengths, growth areas, and career goals, companies can create targeted training programs, coaching initiatives, and career paths. This not only boosts individual performance but also fosters loyalty and reduces turnover. 

Important Considerations 

Improved hiring decisions and reduced recruiting costs should, therefore, be a no-brainer. But while psychometric assessments add a lot of value, they’re not perfect. Here are a few things to keep in mind: 

Misuse of Results: If not used correctly, the results can lead to bad decisions. 

Cultural Bias: Some assessments might be biased toward certain cultural groups. 

Lack of Individuality: Some tests might overlook important individual traits. 

Overemphasis on Numbers: Relying too much on quantitative data can miss out on valuable qualitative insights. 

Psychometric assessments are a powerful tool for hiring and building high-performing teams. When used thoughtfully and ethically, and as a supplement to other evaluation methods, they can significantly improve the quality of your hiring decisions and help achieve your organizational goals.