Umbrella company contractors who have undertaken psychometric tests might be interested to learn the Talent Q believes some recruiters are misusing them.
The workplace assessment specialist went as far as to say that recruiters could be jeopardising their employer brand if they do not use the tests correctly.
An increasing number of organisations use the ability and personality tests to sift and select candidates. But recruiters do not necessarily explain the relevance of the tests to the applicants. Furthermore, they do not give the candidates any feedback, which is a breach of the British Psychological Society’s requirements.
Some recruiters do not have a centralised record of the data collected from psychometric tests and this results in duplication, leading frustrated candidates to think the employment agency is inefficient. Candidates are also entitled to an explanation if their application was unsuccessful, and all too often they blame the tests, even though other factors may be to blame.
Talent Q UK’s chief executive, Steve O’Dell, said job applicants are getting a bad experience from recruiters who misuse psychometric tests. This can cause irreparable damage to the recruiter’s brand and reputation.
It is good practice to provide clear information about what the assessments are designed to achieve, and help contractors plan proactively to take them. Assessments should be relevant and feedback should be provided throughout the entire application process. The company also said that a verification test should be conducted when the applicant reaches interview stage.
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