Using Psychometrics to Support Diversity

As unconscious bias continues to be an issue in the hiring process, we’ve asked our experts about the ways businesses can overcome this. One method includes psychometric testing, which provides a new way to assess a candidate based on more than just their achievements.

To find out more, download the Summer 2020 Armstrong Craven Review, where you can read this article alongside expert analysis of the state of the industry including:

True Grit: Building Resilient Teams
The Rise of the Female Chief Technical Officer in Asia Pacific

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Psychometrics in Recruitment

What’s included in the article?

In this article from the Summer 2020 Armstrong Craven Review, our experts take a look at how psychometrics have been supporting diversity in the talent acquisition process and how it can continue to benefit talent teams.

The article covers key issues such as:

How psychometrics support diversity during the selection process
How interview bias affects diversity in hiring
How businesses can decide which psychometric test is right for them

Our expert, Mamadou Balajo, has taken an in-depth look into the benefits of psychometric testing to discover the benefits it can bring to a business. Alongside this, the article explores the different types of tests to ensure you can pick the right one for your needs.

Psychometrics are often used in selection processes to reduce human bias and provide an objective, standardised prediction of a candidate’s performance in the role. They assess a wide range of abilities, personality traits, attitudes, values and behaviour.

“In fact, 75% of The Times Best Companies to Work For and 80% of Fortune 500 firms use psychometric tests.”
Jacobs, 2018

They allow practitioners to quantify traits and competencies that are relevant for a job role, supplementing existing knowledge about educational attainment and work experience.