The McQuaig Psychometric System has been a key part of GrassGreener Group’s success both in terms of successful, long-term placements and also in providing our clients genuine value.
So why do so many recruiters still turn up their nose at the idea of making behavioural assessment a part of their campaigns?
Maybe they’re concerned about the legitimacy of behavioural assessment. Maybe they’re worried about the additional expense. Or perhaps they’re a little stuck in their ways and reluctant to try something new.
Whatever the answer, here are four reasons why behavioural or psychometric assessment should be considered by every recruiter.
1) Behavioural assessment has decades of research behind it.
2) Employers hire on skills and experience but fire on attitude and behaviour.
Doesn’t it make sense to have a system in place that measures attitude and behaviour BEFORE an employment contract is offered?
3) Behavioural assessment is 100% objective.
The opinion of an experienced recruiter is always valuable and behavioural assessment cannot replace this. What behavioural assessment can do, however, is produce an independent report that measures all candidates equally. In fact, behavioural assessment reports can often be used as evidence to back up a recruiter’s recommendation.
4) Your current employees can guide your future hires.
Have you ever looked at your best employees and wished you could have five more just like them? Then you should ask them to complete a behavioural assessment, combine the data, and use the results as a benchmark against which future candidates can be measured. This is an effective method for hiring people that will thrive in your existing work environment.
Perhaps the real reason why some people reject behavioural assessment is because they have the idea that employers may become dependent on them to make hiring decisions. This is a legitimate fear; behavioural assessment should aid recruiters, not allow people to avoid responsibility for making important decisions.
But recruiters and employers that utilise behavioural assessment effectively are doing so in combination with a variety of other candidate assessment measures. GrassGreener Group, for example, also make use of key competency questionnaires, video introductions, telephone interviewing and, of course, face-to-face interviews.
As long as they form a part of a balanced and conscientious recruitment process, behavioural assessment is a tool that can improve every recruiter’s results.