Psychometric testing has become an increasingly popular tool for assessing potential candidates’ suitability. Psychometric tests can objectively measure a variety of factors including personality traits, intelligence, behavioral style and aptitude.
However, the role of psychometric tests is still a mystery to many employers. To shed some light on psychometric assessment tests, what they are, how they are used, the benefits and challenges, we recently spoke with Steve Adamczyk, Senior Managing Director and Regional President of 20/20 Foresight’s Chicago office.
Q: Why are psychometric tests an important part of the evaluation process for executive hiring?
A: Psychometric assessments are a crucial component of the executive hiring process because they provide a multi-dimensional view of a candidate’s capabilities beyond what is visible through resumes and interviews. They objectively evaluate cognitive abilities, personality traits, emotional intelligence, and leadership potential, ensuring a comprehensive understanding of the candidate’s fit for the role. Additionally, they facilitate a comparison of a group of candidates against each other and against normative data. This data-driven approach helps in making informed decisions, reducing the risk of hiring errors, and identifying the best candidates who are likely to succeed and thrive in executive positions.
I have consistently found that combining psychometric assessment with 20/20’s other evaluation techniques (e.g., in depth interviews, reference checks, detailed work history) significantly enhances predictability of success in selection. Psychometric assessment can also help structure interviews to probe specific areas.
Two important notes: no single psychometric assessment should ever be used on a stand-alone basis for selection, and psychometric assessments should never take the place of in-depth expert interviewing.
Q: Are some assessment tests better than others? And how does 20/20 Foresight’s test compare?
A: Yes, some assessments are more comprehensive and reliable than others.
The assessment tool 20/20 Foresight uses stands out due to its multi-faceted approach, assessing mental aptitude as well as personality traits. Combining the behavioral assessment measures with the cognitive measures on one instrument produces a very powerful effect. Not only do you know what the candidate’s problem solving and intellectual abilities are, you also gain a much better understanding of how those abilities relate to behavioral factors. This holistic view makes it particularly effective in identifying the best candidates for leadership positions.
The test used by 20/20 Foresight also provides reporting which is far better than most other tests. While most tests provide a single score or pass/fail scoring, the tool 20/20 uses provides scores on a scale and compares those scores to a benchmark and the normal distributions. A full report is produced which includes a full explanation of the candidate scores on each dimension, a comparison of the candidates’ scores to benchmarks, and a leadership analysis.
Q: Can assessments really predict a candidate’s future performance in an executive role?
A: Yes, well-designed assessments, like the one 20/20 Foresight uses, can provide valuable predictions about a candidate’s future performance by evaluating their cognitive abilities, leadership potential, and behavioral tendencies. While not infallible, they offer a data-driven perspective that complements other evaluation methods.
Q: When in the search process do you introduce psychometric assessment?
A: Psychometric assessments are typically introduced once a candidate has made the shortlist. These assessments provide valuable insights that can inform final interviews, reference checks, and the overall decision-making process. It’s important to emphasize that final selection decisions should not be based solely on psychometric assessment results. Instead, they should be viewed as one piece of the puzzle, contributing to a holistic evaluation of each candidate’s suitability for the role.
Q: How do candidates respond to requests to do psychometric assessment?
A: Psychometric assessments are a standard component of the selection process for executive positions, so most candidates are familiar with and accepting of them. Many senior-level candidates have undergone this type of evaluation multiple times and recognize its value. While executives often have demanding schedules, they understand the importance of setting aside time for a thorough psychometric assessment, especially after reaching the shortlist stage. By this point, they are typically committed to the role and willing to invest the necessary time. It’s also important to remember that candidates are motivated to avoid a poor job fit, just as much as employers want to make the best hiring decision.
Q: How can psychometric assessments be helpful after selection?
A: Detailed psychometric assessments are invaluable for onboarding and developing a successful candidate once they begin their role. These assessments can highlight potential challenges and provide insights into specific actions that the individual or organization can take to ensure a smooth transition. By understanding the new hire’s strengths, areas for improvement, and motivations, the organization can tailor the onboarding process to better support their integration. This personalized approach not only facilitates a smoother onboarding experience but also accelerates the individual’s on-the-job performance, helping them become productive and effective more quickly.
The Best Path Forward
Psychometric assessments can be a valuable part of the hiring process for executives. But it’s important that the test selected is suitable for the position under consideration, is administered fairly, and is part of a broader evaluation. To achieve this, retaining an executive search firm like 20/20 Foresight, is often the best solution.
If you are interested in learning more about how psychometric assessments can enhance your hiring process, please connect with us today.