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'Recruiters are slaves to sh***y software'

Personality tests

Executive Grapevine | Executive Grapevine International Ltd

'Recruiters are slaves to sh***y software'

There are a number of ways recruiters may screen candidates to ensure they are finding the best talent possible to fill roles.

This may be carried out through a rigorous interview process or real-life scenario tests to determine how suitable a candidate is, or even through personality or psychometric testing.

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Comments (1)

  • Recruitment Advisor
    Recruitment Advisor
    Tue, 19 Nov 2019 12:41pm GMT
    As a recruitment advisor I always use Psychometrics, so was very pleased to see this article drawing attention to the common misconception that Psychometrics can be used as if they were a pass/fail silver bullet, which is clearly not the case.

    Used to best advantage, Psychometrics are simply one way of learning more about the attitudes and (non-technical) aptitudes of candidates, as a complement to other forms of assessment like the CV, the interview, role-plays, business scenarios etc.

    As any self-assessment is open to some degree of self-delusion or political influence, I strongly advise using at least 2 Psychometrics, as this is a significantly more reliable strategy, providing they are based on different models.

    This is because the profiles from different Psychometrics should match if they have been completed by someone with a reasonable degree of self-awareness, openly and honestly, without political bias.