Do not regret later about that recruitment error you could have avoided.
People build organizations. Visionary managers know this and insist on "quality at the gate". For creating a powerful organization, you must recruit the right people.
No one wants a botched-recruitment. Now, we know why HR managers obsess with meritocracy and competency.
They cast a net wide to attract high-caliber candidates and assess them using several methods, to ensure that only competent people enter the organization.
Tip of an Iceberg
The traditional recruitment methods of written tests and oral interviews are inadequate to assess the candidates. They test externally visible competencies. They evaluate just the tip of an iceberg.
In the Iceberg Model on competence, Spencer and Spencer's showed that the knowledge and skills visible in an interview is only 10 % to 30% of a person.
The human mind is complex. The crucial elements of motives, traits, and self-concepts are hidden. You can not assess these intrinsic capabilities through traditional methods.
Practical Way of Improving Recruitment
You need to assess the whole person. The psychological makeup of candidates influences the competencies. So, you must evaluate those invisible attributes before offering the job to a candidate.
A psychometric test is the best answer. It assesses a candidate's cognitive skills, personality traits, attitudes, and job potential. The psychometric report gives an insight into different facets of the candidate's personality objectively.
A senior HR professional from a bank once told me about a disastrous experience of over-riding the psychometric test results. A candidate had impressed panelists at every level of recruitment but failed in a psychometric test. The bank wanted to fill that position urgently. The seasoned managers found the candidate suitable for the job. In good faith, they selected the candidate. The employee had several challenges in the job. The bank finally fired him. It was a decision she regretted later.
That is the power of psychometric tests.
Choose the Right Test
Psychometric tests come in several hues. You must review the competency profile, and choose the right type of test for assessing those competencies. Use a good system that guarantees you the reliability and validity of the test. And certainly, value for money.
Why the Psychometric Tests work well ONLINE
Most questions used in a psychometric may not have a right or wrong answer. So candidates cannot manipulate in an online test conducted remotely. You can administer psychometric tests online with minimal risk. You need not worry about social-distancing challenges.
To ensure that the right person is recruited for your company, use a good psychometric test for the shortlisted candidates. It will be a small investment you make that adds reliability and validity to your recruitment process.