What Is the Value of Psychometric Testing at Executive Job Level?

Psychometric testing delves deeper than a simple aptitude test to provide insight into an individual’s ability and personality – increasingly useful in the hiring or assessment of executive professionals.

What are psychometric tests?

Tools designed to measure an individual’s knowledge, abilities, aptitudes, personality, intelligence and motivations. The tests can be conducted during an interview or assessment centre, in a controlled professional environment but most are now completed online by participants in their own time.

In which situations are psychometric tests at executive job level used?

“Psychometric testing is very useful at the latter interview stages for the selection of senior executives. It is also used for a senior management team as part of their development, to investigate the dynamics of the board, for example” according to Phil Spencer, Page Executive director based in London.

“Companies also want to make sure that they’re holding real talent as they offer more personal development and coaching – and psychometrics are the base from which to address areas for development.”

Is psychometric testing at executive job level on the rise?

“Psychometric testing at this level has always been present, both at interview stage and for internal benchmarking and development,” said David Angel, Page Executive director based in London.

 ...tests should be used as a support tool rather than a decision making tool.

Psychometric testing has increased recently due to the recent economic crisis, “organisations have been reassessing their talent pool and some have needed to change their senior management to reflect a different dynamic.”

“As the market picks up, there will be a greater increase in of psychometric testing. Currently there are still cost and time factors, but we will see a big growth in HR using these tools for profile management and sophisticated selection and development of senior executives,” said Phil Spencer.

What do psychometric tests add to the selection or development process?

The consensus at Page Executive is the tests should be used as a support tool rather than a decision making tool. “Psychometrics are an additional assessment tool – they must be used in context as part of a wider assessment programme including interviews,” said Phil Spencer.

The benefit of psychometric testing is the insight provided into an individual’s motivation, leadership style and other criteria key to an executive leader of an organisation. “It’s good to have a scientific way to measure the probability of future performance rather than relying on a gut feeling – not to catch people out but to identify areas for development,” according to David Angel.

When do clients use psychometrics as an additional assessment tool?

Global conglomerate recruiting an MD for a local subsidiary – used testing in the final interviews of their three preferred candidates. It emerged that one of the candidates had challenges with decision making and confrontation – this was something that was brought into the open and allowed to be probed further.

Information solutions provider considering an internal promotion – wanted to conduct a third-party an assessment of two candidates in the running for a sales and marketing director role. The assessment included in-depth interviewing and psychometric testing. Our client was able to make an internal promotion, informed by the test findings and full independent assessment.

IT solutions provider to the financial services industry – regularly use online psychometric assessments early on in the interview process for a range of senior leadership appointments. They are able to uncover any potential challenges in advance of the offer stage.

How can Page Executive help?

To understand more about psychometrics as part of a selection, benchmarking, development or coaching solution please get in touch with your Page Executive contact. We can provide advice about how psychometrics, the different types of tests and how they could add value to your hiring or retention strategy.