Psychometric testing is much more than a tool for finding the right person for the job - it's just as effective in matching candidates to fit the culture of an organisation. We speak to Cherie Curtis of Onetest, Vaughan Paul of Optus and Catherine Walsh of Australia Post for their thoughts on the recruitment process.
Video transcript below:
Donna Sawyer, HC TV
Donna Sawyer: Recruiting the best talent to your organisation should never be treated like a game of chance. That’s the view of Cherie Curtis of Onetest, who says psychometric testing takes the guesswork out of the hiring process.
Cherie Curtis, Onetest
Cherie Curtis: If we left everything to chance, there’s a massive degree of risk. You don’t know what cocktail you are going to end up with at the end of the day and how it’s going to affect you. The idea behind psychometric testing in recruitment is to really consider first of all, “what do I need in the business?” “What do I need in this role?” And then to try and find that within the individual you are bringing into the organisation.
Vaughan Paul, Optus
Vaughan Paul: Psychometric assessment I think is useful as a step in the process from a reflection perspective to test what you’ve picked up. I don’t particularly like to use it primarily for yes/no. I mean in this we don’t do that. It’s more a case of, are there development areas, are there any things that we’ve seen in the interview process that can be referenced back to what we are seeing from, either the motivational side or from the actual competency side.
Donna Sawyer: Vaughan Paul of Optus says psychometric testing is particularly useful when recruiting staff at the executive level.
Vaughan Paul: We will use it for sales and we use for marketing, we use it for different parts of the business to just try and flesh into the set, you know from a sales perspective about the real, the motivators behind someone in terms of, can they really establish strong relationships or do they have that drive for sales or is it more of a manager process around sales. So we use the psychometric testing to dig in specific competency areas.
Catherine Walsh, Australia Post
Catherine Walsh: Recruitment is a huge focus for us with a big organisation that’s got a huge geographic spread across Australia. We face all the challenges that many businesses are facing across Australia, so in WA and Queensland we obviously have the mining boom to contend with and the challenges there. So we have had to be innovative in our approach.
Donna Sawyer: But psychometric testing isn’t just about finding the right person for the job. Cherie Curtis of Onetest says it’s also an effective tool in identifying whether a candidate will fit into the culture of an organisation.
Cherie Curtis: I think it’s really important that we match the people we are bringing into the organisation to the culture of the business. We know that when you have a personal value set aligned with the culture of the organisation, it results in greater commitment of that individual. Greater commitment means high levels of performance and productivity. There is a question we often face about, “do we want to match candidates to the culture we have right now or to the culture we are aiming for?” There is a delicate balance there. I think the key is to recognise, if you are bringing people into an organisation, they have to match what exists, because if they are committed to something that’s not yet created, they are not going to stay. If they are moving into an organisation that aligns to their own personal values, they are already committed and engaged with that group and that business.
Donna Sawyer: This is Donna Sawyer reporting for HC TV.