Psychometric Testing for Recruitment and Beyond

Do you find it difficult to fully understand a candidate's personality during a job interview? Do you wonder about their future aspirations or their true potential? Do you fear that you may have missed out on a gem? Many professionals have felt this ambivalence at least once in their career. This is where psychometric assessments come into play. Discover how they can help you make informed decisions, thanks to a concrete example: ours!

Personality as a Recruitment Criterion

Although psychometric tests are sometimes questioned because they are the result of subjective profiling, they are very useful in your recruitment efforts and go far and beyond. In fact, they are quite useful in change management or career development, for example, by acting, among other things, on team cohesion, conflict resolution and employee retention.

How? Psychometry consists in analyzing the psychological characteristics of an individual. In addition to personality testing, it considers cognitive abilities, skills, behavioral tendencies, professional interests and so on. In short, a detailed profile providing further insight on a candidate, to confirm their understanding of the role and to ensure a good fit for the position, with the team, company culture and work environment. Keep in mind that it is your resources that drive your company.

A Tactic Applied to Our Team

The Situation:

Since the beginning of the pandemic, DRAKKAR Digital employees, much like many other organizations, have been teleworking. The agency continued to welcome several new resources over the past year. Concerned about the effects this health situation would have on the team, senior management was looking for a way to best manage this complex change.

The Solution:

DRAKKAR Digital recently launched a pilot project within its management team, using the MPO (Mobilization and Organizational Performance) psychometric assessment tool. This Quebec-based solution was developed specifically to establish a parallel between the respondent's personality and management style, based on the evaluation of seven dimensions. They explain the reactions and behaviors that the individual will naturally adopt in a professional context. The platform also offers the possibility to analyze the communication style and development potential, which helps guide training efforts.

The Advantage:

By measuring against a spectrum and not a scoring system, the MPO tool does not stigmatize any personality type. It can help identify certain situations that could become problematic, such as a disbalance in talent. For example, profiles that are too similar can lead to a lack of creativity and innovation, while profiles that are too disparate can be a source of conflict. In addition to this, its user-friendly aspect and ease in interpretating the results, this tool was relevant, for DRAKKAR Digital, on several levels:

• Observe imbalances in departments or teams
• Better understand where to place the necessary resources
• Ensure an optimal understanding of the interpersonal dynamics and differences within a team
• Adapt management styles according to personality types
• Target the best profiles to develop to ensure company continuity

Remote Working and the Potential Risks of Cheating on Psychometric Assessments

A 2020 article on this topic revealed a greater concern among recruiters and managers regarding the conduct of these tests. Indeed, administering these tests remotely, with little to no supervision, can facilitate cheating. However, according to the article, the risks, such as social desirability, remain the same whether or not there is supervision.

Moreover, even if there is no such thing as zero risk, there are some tips to optimize the reliability of the results, using a scientifically recognized test, explaining to the candidate the purpose of the test and that there is no right or wrong answer, asking the candidate to keep their camera on and timing them.

One Can Truly Flourish When the Fit is Right

While not all psychometric assessments are created equally, they are a great decision-making support tool. Without replacing interviews and references, they provide a more in-depth analysis of the applications submitted. However, this analysis must remain nuanced: overcome your own biases by accepting that there is no perfect candidate and by remaining open to what you may discover in the results. Some things may surprise you! In fact, we have already offered this option to clients who were questioning the fit between a candidate's personality and their corporate culture. The psychometric evaluation reassured them, they finally decided to hire the candidate and are extremely satisfied! Whatever you decide, do not forget to share your conclusions with the person you are hiring: the test could reveal strengths and weaknesses hitherto unsuspected, allowing them to better understand what to capitalize or work on.