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Are psychometric tests still useful for recruitment?


Psychometric tests have been used in recruitment processes for years. Opinions on the validity of results have long been divided and continue to be that way. However, with the introduction of even more methods of ‘figuring’ a potential candidate out with the help of social media and general online presence, is the value of psychometric testing diminishing?

There have always been criticisms when it comes to the subject of psychometric testing. The reality is that none of these criticisms have really been conclusively dispelled or reinforced.  When it comes to recruitment, psychometric testing is often a dreaded step in the process for candidates and at times, a worryingly misleading indicator of suitability for a recruiter to go by.

As a recruiter or a prospective employer, would you really write a candidate off for a leadership affiliated role simply because their test results imply that they are better as a team member?



Chris is a digital marketing and publishing whizz by trade, having worked alongside the Automotive, Information Security and Software Asset Management sectors.

Specialising in data analysis and social media, he combines an analytical approach with a creative flair to achieve the best results. With a keen interest in Technology and Politics, Chris is constantly on the look-out for the latest stories around change and innovation.

As a lover of all things innovative, he has developed a keen eye for spotting the latest trends and hot topics. He sources and reads the latest news and thought-leadership articles from the world of recruitment before sharing them with the social media population.


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