| Psychometrics, verbal reasoning, numerical, internet | | | | method of recruitment, but you tend to get what you |
| tests, assessment centres and competency | | | | pay for. They are the most effective way of finding |
| interviews; these are just some of the modern | | | | out how suited the candidate is to the vacancy, and |
| selection aids recruitment teams can use to select | | | | how well each candidate compares with each other. |
| new employees. The internet is jam packed with | | | | By undergoing a series of varied tasks, the recruitment |
| information on just about everything, and there is plenty | | | | team can analyse each of the candidates’ |
| of info about recruitment methods on there too. This | | | | attributes and characteristics. |
| article is designed to give you the most important | | | | Competency Interviews: They seem to be a standard |
| information about each of these methods, in a concise | | | | in modern day recruitment. Slightly different from a |
| format. | | | | traditional interview, candidates are asked to provide |
| Psychometric tests: These aim to give the recruitment | | | | evidence of their experience against specific |
| team an insight into how the candidate behaves. I | | | | competencies. Typical competencies recruiters like |
| would advise that any result is to be taken in the | | | | candidates to show are teamwork, leadership, ability to |
| context that it was taken in; what I mean by this is, if | | | | work under pressure and delivering results. These are |
| someone says they work best under pressure on a | | | | a useful tool to use, if you cannot afford the |
| computer test, it doesn’t necessarily mean they | | | | assessment centre. |
| do in practice. It can be useful to ask questions about | | | | Internet Tests: candidates are asked to complete |
| the candidate’s answers in an actual interview. | | | | tasks over the net. This is a fairly cheap way to test a |
| Verbal Reasoning and Numerical Tests: These tests | | | | lot of potential employees in a short space of time. |
| can provide you with a relatively simple comparison | | | | The inevitable risk is that the person applying for the |
| with a norm group, for which the levels are based on | | | | job is not the same person who takes the test. |
| extensive use and testing over many years. The tests | | | | To sum up, the assessment centre is perhaps the |
| are relatively cheap and quick and can confirm | | | | most effective, but most costly way of analysing the |
| whether the individual has the above average levels | | | | potential and ability of new employees. It would be |
| you may be looking for. Once again, these tests can | | | | beneficial for recruitment teams to use a mixture of |
| be improved upon with exposure to them. In some | | | | methods, with the correct weighting placed on each |
| cases you may get artificially high results from | | | | tool, i.e. if you’re using a competency based |
| someone who has had practice at them. | | | | interview and a psychometric test, the results from the |
| Assessment Centres: These are an expensive | | | | competency based interview should take precedence. |