The increasing popularity of Assessment Centres and Psychometrics | Collins McNicholas

The increasing popularity of Assessment Centres and Psychometrics

There has been a notable increase in the popularity of Psychometrics and Assessment Centres in the recruitment process of late.  If this seems surprising consider the below:

  1. Cost of a poor hire – The cost of a poor hire has been estimated at up to three times the salary of that individual.  The monetary value alone is startling but does not include the negative impact on the existing team, possibly already feeling the pressures of the current economic climate. 
  2. Outsourcing – Psychometrics and Assessment Centres allow organisations to outsource a large portion of the recruitment process using a pre-approved screening process.  The HR or Hiring Manager may spend a very short period of time brainstorming and reviewing a process with the recruitment provider who can then develop a process to include reliable measures and assessment activities reflecting the working environment.  The organisation can effectively hand over the recruitment process to the recruitment provider and receive a report in the requested format on the outcomes of the assessment for each candidate, leaving them free to carry out other activities.  The Hiring Manager can receive a broad and reliable picture of the candidate before meeting them for a final interview or even induction. 
  3. Volume Recruitment and the flexible workforce – The need to move a large number of candidates through a reliable and efficient recruitment process at short notice can be overwhelming for an already stretched HR department.  Utilising psychometric assessments online or in large groups can ensure large numbers of candidates are screened quickly and fairly and ensure the best candidates are called to interview. 
  4. Candidate experience and company reputation – Assessment Centre exercises such as roles plays, presentation exercises and hands on tasks allow candidates to see more clearly a connection between the recruitment process and the role available.  Candidates find the process more transparent, report feeling they have been treated fairly and have a more positive impression of the company as a whole, providing the organisation with invaluable positive public relations.

Caroline Ward

Caroline Ward joined our team in 2011. She has an MSc in Occupational Psychology from the University of Nottingham, which included an emphasis on development of appropriate job descriptions and recruitment and testing methodologies.  Caroline is also certified by The British Psychological Society to carry out Levels A and B+ Psychometric Assessment.  Caroline has been employed in Human Resources in industry and also was employed as a Consultant by SHL providing advice to companies on Human Resources and Selection criteria for recruitment campaigns.  Caroline has designed and managed Assessment Centres for Volume Recruitment campaigns both before joining and during her time with Collins McNicholas.