Traditional job interviews and CVs alone won’t find the best candidates, according to a leading recruitment expert, who says psychometric tests lead to significantly improved results for recruiters.
Sasha Fillaudeau is a director of MySort, the recruitment company which has handled cloud hosting firm UKFast’s recruitment for several years. Its team of consultants are now using their specialist skills in headhunting on behalf of external clients.
Fillaudeau says the changing face of recruitment requires a different approach in order to find the best talent.
“We’ve looked after recruitment for UKFast for years and the techniques we developed in those years have seen the team shape UKFast’s famous culture.
“While recruitment traditionally focusses on interviews and CVs, we know it takes so much more to get to know someone. With that in mind, the focus of our recruitment strategy includes the psychometric tests and evaluation methods that have created an incredible culture within UKFast.
“Psychometric testing is included within our fee, rather than as an additional service, and we do it up front rather than wasting interview time on a candidate that isn’t a fit for the role. The testing has really evolved in recent times and is now hugely sophisticated.
“It’s a fantastic formula that CEO Lawrence Jones MBE knew could be of real value to other businesses in the UK and beyond. We’ve now rolled that service out to external clients, we’re placing some incredible talent in exciting roles to build life-long careers.”
Psychometric tests are designed to measure candidates’ suitability for a role based on the required personality characteristics and aptitude.
Last year UKFast received 12,000 applications and Fillaudeau said psychometric and aptitude tests were a crucial step in filtering candidates.
“The tests are broken down into a number of different areas and the idea is we’re asking people to answer questions that tell us about them as individuals,” she explains. “It lets us learn much more about people than you might learn in a normal interview scenario.
“The software is so intelligent and pulls out an in-depth summary of the candidate – it’s spooky how accurately it profiles people.”
The MySort psychometric includes an aptitude test which measures levels of intelligence in a few different areas. The next stage looks at a candidate’s temperament in different situations. Finally candidates answer over 200 questions about the things that are important to them in life and their priorities.
Fillaudeau says psychometric tests also help in directing candidates into areas of the business that best match their passion.
“The worst thing we could do is place a candidate in a role they think they want but a few months down the line they realise it’s not for them. It wastes everybody’s time,” she says.
“If we can give people a long-term career opportunity, rather than a job, then we’re creating a business that’s sustainable.”
The psychometric test takes place before the interview stage and forms part of the questions. MySort’s consultants also use Skype calls during the interview process.
“We work a lot across technology, cybersecurity, sales and finance, but psychometric testing can be applicable to any sector and we have specialists across a number of areas.
“It’s our job to find out what our clients’ recruitment problem is. It could be the work environment. It could be the way they’re recruiting. We can make small adjustments to their process and use our experience and our technology to help them find the right people.”