Let’s explore psychometric assessments and game-based techniques as innovative hiring tools that can keep you ahead of the curve in 2024 and beyond. Gain insights into their transformative impact on talent acquisition and candidate evaluation in this comprehensive blog.
In today’s highly competitive job market, hiring the right talent is more important than ever. Companies are under increasing pressure amid great talent shortage to find candidates who not only have the right skills and experience but who also fit in with their organizational culture and values.
This is where psychometric or cognitive assessments come in. These assessments provide valuable insights into a candidate’s personality traits, cognitive abilities, and job-related skills, which can help employers make more informed hiring decisions.
In this blog, we will explore the science behind psychometric testing, its types, and why they matter in talent acquisition as an innovative tool.
What are Psychometric Assessments?
These assessments are standardized tests that are designed to measure an individual’s cognitive abilities, personality traits, and job-related skills. These assessments can take many forms, including cognitive ability tests, personality tests, and skills assessments. This is the reason that the top companies prefer to use psychometric testing to hire best talent.
Cognitive ability tests measure a candidate’s reasoning, problem-solving, and critical thinking skills. Personality tests measure traits such as openness, conscientiousness, and emotional stability. Skills assessments measure a candidate’s ability to perform specific job-related tasks, such as coding or data analysis.
Why use Psychometric Assessments in Talent Acquisition?
These assessments can provide valuable information to you as an employer based on actionable data. This will help you make more informed hiring decisions. Here are some of the key benefits of using psychometric assessments in talent acquisition:
• Improved Hiring Accuracy
Psychometric or cognitive assessments provide a standardized and objective way to evaluate candidates. This can help to eliminate bias and improve the accuracy of hiring decisions. Research has shown that psychometric assessments are more predictive of job performance than traditional interviews and resume reviews.
• Increased Diversity
Psychometric assessments can help to increase diversity in the workplace. A study by LinkedIn found that soft skills, such as adaptability, collaboration, and communication, are highly valued by employers and can help increase diversity by providing opportunities for candidates with non-traditional backgrounds to showcase their strengths.
By focusing on objective measures of job-related skills and personality traits, rather than subjective factors like personal connections or alma maters, employers can expand their candidate pool and reduce the risk of unconscious bias.
• Better Employee Retention
These cognitive assessments can help to improve employee retention by ensuring that candidates are a good fit for the job and the organization. By identifying candidates who are likely to be successful in the role and who share the organization’s values and culture, employers can reduce turnover and improve job satisfaction.
• Cost Savings
Psychometric assessments can also provide cost savings to employers. By reducing turnover and improving employee performance, employers can save money on recruitment and training costs. The study suggests that companies that use data-driven recruiting methods are twice as likely to improve their recruiting efforts and three times as likely to reduce costs.
Additionally, psychometric testing can help to identify high-potential candidates who may be able to grow into future leadership roles, which can provide long-term cost savings.
Game-based Psychometric Assessments:
The traditional psychometric assessment has been an effective tool to hire candidates but there was something missing. The organizations wanted something more engaging that could provide the candidates to have an unforgettable experience. It is where the game design for assessments came into play. The gaming audience has currently grown up to 3 billion people worldwide which shows the engaging capability of video games. That’s the reason many companies have started to hire candidates through gamified recruitment.
These are assessments that use game mechanics to measure the same cognitive abilities, personality traits, and behavioral patterns as traditional assessments, but in a more engaging and immersive way. Game-based assessments leverage the power of technology to create a more engaging and interactive assessment experience, making it easier for companies to attract and retain top talent.
Why Game-Based Assessments Are More Effective
According to research, the large workforce will be based upon millennials and Gen Z. These are the people who have grown up playing video games and therefore gamification will become useful to gain their interest. Here are a few more reasons to employ game-based assessments as a hiring tool:
• Objectivity:
Game-based assessments provide a standardized way of evaluating candidates, reducing the risk of unconscious bias in the hiring process. All candidates are evaluated on the same set of criteria, ensuring that everyone is assessed fairly.
• Accurate measurement:
Game-based assessments can measure a wide range of skills and abilities, such as problem-solving, decision-making, and critical thinking, which may be difficult to assess through traditional hiring methods such as resumes and interviews.
• Engagement:
Games are for sure interactive and engaging. This ability to engage can help candidates to feel more relaxed and motivated, leading to better performance. This can also help to reduce the likelihood of candidates dropping out of the hiring process due to boredom or frustration.
• Efficiency:
Game-based assessments can help to streamline the hiring process by reducing the need for multiple rounds of interviews or extensive screening processes. This can save time and resources for both the employer and the candidate.
• Predictive validity:
Research has shown that game-based assessments can have high predictive validity for job performance. This means that candidates who perform well in the games or game-based tests are more likely to perform well in the job.
Overall, game-based assessments can provide a more objective, accurate, engaging, and efficient way to evaluate candidates, leading to better hiring decisions and improved job performance.
The Best Psychometric Testing Providers
When you look for psychometric assessments for evaluating candidates then make sure that the providers are well-reputed. Last month in December 2022, Malaysia and Singapore hosted the HR Vendors of the Year Awards which distributed awards to the best Psychometric Assessment providers. you won’t have to think twice before taking services from these award-winning cognition testing providers:
Award Winners in Singapore
· The Talent Games (GOLD)
· Mercer (SILVER)
· SHL (BRONZE)
Award Winners in Malaysia
· The Talent Games (GOLD)
· SHL (Silver)
· Fish Camp Learning (BRONZE)
Conclusion
Psychometric assessments can revolutionize talent acquisition by providing standardized and objective measures of candidates’ abilities, traits, and skills, resulting in more informed hiring decisions. Game-based psychometric testing not only increases candidate engagement and diversity, but also improve employer branding, employee retention, and recruitment cost optimization. As the job market evolves, these assessments will become an increasingly crucial aspect of the hiring process for businesses.
