Recruitment is one of HR's toughest challenges - so how can you ensure you find the right people? We speak to JEREMY NICHOLS of Chandler Macleod, VAUGHAN PAUL of Optus and ALEC BASHINSKY of Deloitte for their thoughts on psychometric testing.
Video transcript below:
Donna Sawyer, HC TV
Donna Sawyer: Recruitment is one of HR’s toughest challenges as the pressure is on to find the right people. Jeremy Nichols of Chandler Macleod says psychometric testing is an effective tool in securing the best talent for an organization and reducing the risk of hiring the wrong person for the job.
Jeremy Nichols, Chandler Macleod
Jeremy Nichols: One of the reasons why psychometric testing can be very valuable in that process, is it gives you another piece of information, a significant piece of information to help and evaluate, “is this person who is coming into our organisation going to be able to fit?” “Do they have the right skills?” “Do they have the right type of capabilityand do they have the right character for what we need in our organisation?”
Vaughan Paul, Optus
Vaughan Paul: Our recruitment process, we have the typical checks that you would expect of psychometric testing, behavioural interviewing, senior leadership screening and so forth. It’s all designed to make sure that we are looking at both the competency piece, as well as the leadership traits and the fit and the cultural fit as well.
Donna Sawyer: Vaughan Paul of Optus says pyschometric testing is a key piece of the recruitment puzzle. He says it’s most effective when used as part of the hiring process.
Vaughan Paul: There are some norms that we look for when we recruit to make sure the person is going to be able to lead in our environment as well as, is actually going to fit the environment and as we go both those areas, we try to make sure that we are screening for, you know who is actually going to be successful for Optus.
Jeremy Nichols: I think one of the key points is psyche assessment is only one component of the assessment process and people think, “ah well when we do a psyche assessment that will give me the answer. That’s incorrect. It’s giving you a clear evidence bias, giving you greater predictability of what this person is like as part of an overarching view of this person. So you don’t not do your interviews, you don’t not do your reference checks. It’s giving you a much more detailed picture of what this person is about. That’s the value.
Donna Sawyer: But psychometric testing can be used for more than just recruitment. Jeremy Nichols of Chandler Macleod says it’s also a good way to identify future leaders and to capitalise on individual strengths at all levels of an organization.
Jeremy Nichols: No one is perfect. So, what am I getting in this person, where are their strengths and wher are their areas of development. So how can I enhance those strengths and really maximise those? And those areas of developments which may not be perfect, but knowing that I can actually start to use that information to develop them.
Alec Bashinsky, Deloitte
Alec Bashinsky: We don’t use it in our recruitment process but we do use it in particularly identifying our high potential leaders of tomorrow. We run like anybody else an assessment battery which are going to look for a whole range of leadership skills.
Vaughan Paul: We use it for senior leader roles and then depending on the competency or the doman, we will use it for sales and we use it 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.
Jeremy Nichols: If you get the method right and you are using the right tool for the right role which is dependent on the complexity of that role. Therefore, you are actually going to reduce the risk of getting the wrong person in your business.
Donna Sawyer: This is Donna Sawyer reporting for HC TV.