and a little opinion

Psychometric Assessment Trends for 2015


Online Assessments in 2015 – My Predictions

Fuelled by the recovery of hiring volumes, and by in-house recruiters taking greater “ownership” of technology, here’s how we anticipate the evolution of the Psychometric Assessment sector in the coming year.  Some may take longer to become commonplace, but both employers and jobseekers are pushing hard for more effective and efficient recruitment processes, and demand better long term outcomes from every hire. While Candidate Experience and Employer Branding are desirables, the “must-have” bottom line is measurable recruiting effectiveness

  1. Face to Face psychometric assessments will become the exception.
    Whilst most people’s perception on psychometric testing includes sitting with a paper test, and a BPS qualified assessor, this is an unnecessary luxury that companies rarely have the time or money for. Online assessments enable employers to access valuable candidate data immediately on application, and from all who apply. In combination with a traditional CV, employers are far less likely to exclude ideal candidates, who might otherwise be rejected, as well as identifying unsuitable individuals who only look good on paper. Many firms will combine this with video interviewing.
  2. Qualified Assessors will be far less visible, or necessary.
    Employing expensive consultants to assess candidates, provide them with feedback, and translate complex psychological terminology from paper-based reports generated is supremely inefficient. While this sector will still grow slightly, there will be a more rapid growth in online assessments used for high volume recruiting and vacancies with large numbers of applications. Expensive consultants will stay in business, but will become a small proportion of a fast growing marketplace.
  3. Pay “per assessment” will cease to be the norm.
    Prices will plummet too, when employers see that an annual unlimited-use license for online assessments works out at a fraction of the cost of established assessment firms (by as much as factor of ten). This is largely driven by the growing need for online assessments of candidates for lower-salaried jobs, where arguably the culture-fit of any individual is much more important to an employer than the contents of a CV. This will include the retail, hospitality, and call centre sectors.
  4. Assessment will take place at the point of application.
    Employers don’t wait until a second interview to look at a candidate’s CV. Valuable assessment data will not be delayed until late in the selection process. Unlimited-use accounts mean that every single applicant for any vacancy can be asked to take an assessment as part of their application. This has the benefit of actively engaging the candidate, and giving them an immediate summary report for them to keep. It also helps to shorten the time from application to interview. Engaged candidates are far less likely to go “off the boil”, and accept jobs elsewhere. Both the Candidate Experience and the Employer Brand are enhanced.
  5. Talent pools will assess candidates even before application.
    Large employers maintain active talent pools of prospective employees, who have expressed an interest. Online assessments will play a more active part in screening candidates for suitability, increasingly using benchmarking against the personality traits of existing successful employees across roles in their organisations.

Stephen O’Donnell
Managing Director
PC Evaluate Ltd                 http://PCEvaluate.com