PSYCHOMETRICS ... WHO NEEDS THEM?

This article by Sean Hutton, Managing Director of Human Capital Development, introduces psychometric testing and explains its value to business large and - especially - small. In future editions of this blog, Sean will be providing more detail about this aspect of recruitment.

For 20 years I was a psychometric cynic, believing that ‘gut instinct’ was all I needed to make reliable hiring decisions. Then a meeting with a highly respected profiling expert changed my mind: a  five   minute questionnaire and he had me down to a t. The shock was he talked about the man behind the façade, my strengths, my weaknesses, my timescales … he talked about me! The penny dropped - this was so much better than intuition; it added reliable information to recruitment decisions. That day I literally bought into the company.

Who needs them?  

If truth be told, every company from the biggest PLC to the smallest SME should be using psychometric tools to help them in their selection process. It could be argued that the SMEs need them the most because a poor recruitment decision can have catastrophic results for a small company, but be an expensive inconvenience for a larger company.

What Exactly Are Psychometric Tools? 

The term covers a raft of business aids based around candidates completing a questionnaire that can measure everything from honesty to sales ability, literacy to numerical skills and, of course,  personality.  Some tools are classified as ‘tests’ which means people can fail them; others - particularly those that evaluate personality -  are often measurements, so there is no pass or fail judgement as such.

Do They Have Any Greater Validity Than Astrology? 

In short, yes. They are normally well researched by psychologists and have been reviewed by their peers to establish that they are ‘valid and reliable’. That is to say, they give accurate information.

When Should They Be Used? 

Ideally, prior to interview so you have all the necessary information before you meet a candidate and can discuss any issues that have arisen.

Do I Need To Be Trained To Use Them?

Not necessarily. Many reputable test publishers offer a bureau service where they help you interpret and understand the results.

Can I Afford Not To Use Them? 

Generally, it's a good rule of thumb that the cost of a failed hire is a minimum of one year’s salary, once disruption, training and all the other hidden costs are taken into account.  On the other hand psychometric tools are relatively inexpensive, typically costing around £100 per candidate.

Do They Eliminate The Interview? 

In a word, no. These tools should give you additional information and should not replace any part of a professional selection process.


When you next start planning a recruitment process, add a little science to the process - add some psychometric tools …You will be surprised how the additional information they provide makes the final selection so much easier.

Next Time:

The new Agency Workers Regulations and what they might mean for you.


About Sean Hutton.

Sean has over 25 years experience in sales, marketing and people development.  After a successful career within Encyclopaedia Britannica's executive management team and head of a subsidiary company, he left in 1997 to join the board of a successful group who specialized in HR business tools and consultancy. 

As group Sales Director he played a major role in reorganising their marketing and product strategies, working with companies such as Bristol Myers Squibb, IBM, BT, N Power and British Gas to improve their sales selection and management processes.

Sean has over 25 years experience in sales, marketing and people development. In 2003, Sean set up a training and development company with its own range of business tools, to help businesses recruit the right staff and realise the full potential of their existing staff.

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