Previous Article Next Article I have made it to a third interview for an HR manager’s post. I wasexpecting this to be an interview with directors, but have found out it is tobe a psychometric test. My company looked closely at using this method but wereunconvinced by the approach. We tested people who have proven track records withina certain field only to find that the test results did not match what we ‘knew’to be true. I don’t like the idea of being tested on this basis. What do youthink? Should I tell them about my misgivings? Clive Sussams, recruitment consultant,Malpas Flexible Learning As you are probably aware, it is not unusual for candidates to have eitherpsychometric testing or to attend an assessment centre as part of the selectionprocess for roles at senior officer and above. It is quite understandable that you will have an opinion about the relevanceand suitability of psychometric testing as you are an HR professional.Consequently, if you are unhappy with the selection approach I think you shoulddiscuss your misgivings with the company. If, however, the organisationnormally uses psychometric testing as part of its selection procedure it isunlikely that an exception will be made in your case. You will need to decide how committed you are to pursuing this particularjob. If it is a good opportunity and you believe your skills will be enhanced,then it will be necessary to undertake the appropriate testing. Remember if you obtain the HR manager’s job you will be in an ideal positionto influence the recruitment process in the future, including the relevance oftesting! Allison Sheard, consultant, Chiumento Psychometrics are commonly used as part of the selection process for seniorroles and many organisations value the information they give about prospectivecandidates. Usually test results form only a part of the information about a candidate,the rest being gained from interview and/or demonstration of skills. If youwere to decline to take part in psychometric tests, or highlight yourmisgivings, you run the risk of being taken out of the selection process altogether.Even if you were unhappy about the tests you used with your currentemployer, a prospective one is likely to take a negative view of someone whodoes not want to take part in the full selection process. Overall, psychometric testing can be a very useful part of the recruitmentprocess. Taking the tests and getting feedback on them may also help you feelmore positive about the nature of tests and their validity. Louise White, consultant – EJ Human Resources You need to be careful how you approach the issue with a future employer, asthey may not take too kindly to someone questioning their interview process. Itis not unreasonable though to find out exactly how the tests are going to beused and how much influence the results will have on the final decision. In my experience, they are normally used to complement the interview processand iron out any concerns over issues such as whether or not you are a teamplayer etc. It would be very unusual for a candidate to be rejected on testresults alone. Unhappy at the prospect of testsOn 26 Feb 2002 in Personnel Today Related posts:No related photos. Comments are closed.