Hiring the right person demystified: Psychometrics in the digital age

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Information about Hiring the right person demystified: Psychometrics in the digital age
Business & Mgmt

Published on March 20, 2014

Author: RichardDuddy

Source: slideshare.net

Description

A wrong hire is costly, time consuming and often damages trust. Psychometric testing offers a means to better achieve the right hire when used as part of the selection process. Delivered by Ruth Williams, Business Psychologist at Criterion Partnership.

Hiring the right person demystified: psychometrics in the digital age Ruth Williams, Criterion Partnership Delivered at the seminar “How to Attract and Keep the Best Talent…For Less” on 19 March 2014 Organised by LoveWorkLife in partnership with Mercury xRM

Hiring the right person demystified: Psychometrics in the digital age 19th March 2014

What is Business Psychology? • The application of scientific study to business • Applies to multiple areas of business – today: – Making the ‘art’ of selection the science of results – Understanding predictive validity – The numbers everyone should know – Integrating psychometrics into selection

The science of selection Robust criteria are crucial Predictive validity is a measurement of the power of any assessment method to predict future performance and trainability The correlation coefficient describes the strength of the relationship between the method and performance/trainability

The science of selection Predictive validity (performance & trainability): • Work sample tests (0.54) • Psychometric ability tests (0.53) • Employment interviews – structured (0.43) • Personality questionnaires (0.4) • Employment interviews – unstructured (0.36) • Graphology (0.2) Schmidt, F. L., Hunter, J. E., The Validity and Utility of Selection Methods in Personnel Psychology, Practical and Theoretical Implications of 85 Years of Research Findings, Psychological Bulletin, Vol. 124, 1998

The science of selection Predictive validity – the best combination Psychometric ability test plus: • Work sample tests (0.63) • Personality questionnaires (0.66) • Employment interviews – structured (0.61) • Employment interviews – unstructured (0.57)

What about CVs?

The science of selection What about CVs?: • Job experience (years) (0.1) • Education (years) (0.15) • Reference checks (0.25) Psychometric ability test plus CV: • Job experience (years) (0.55) • Education (years)(0.56) • Reference checks (0.59)

Other reasons to use psychometrics? Online sifting combined with more effective selection methods saved ASDA £2.64 million (averaged over 5 years) An 88% reduction in the cost-per-hire

What are psychometrics? • Skilled question design by experts • Question analysis - often over years! • Reliability & validity testing • British Psychological Society (BPS) vetting You have a selection method that works, is fair and is legally defensible

Integrating psychometrics • Build structure into your selection process • Create robust criteria for assessment • Draw up a selection matrix: – Use a variety of selection tools – Assess each criteria at least twice – Use numbers to score performance • Run a structured wash-up discussion Hire the best candidate!

Further information Ruth Williams Ruth@criterionpartnership.co.uk 07872987978 01273 734 000 www.criterionpartnership.co.uk

This slideshow contains one of six presentations delivered at the seminar “How to Attract and Keep the Best Talent…For Less” on 19 March 2014. To access all six slideshows and to find out more about this and our other events, please contact LoveWorkLife: Click icons! 020 3145 0600 Organised by LoveWorkLife in partnership with Mercury xRM. Visit www.loveworklife.com and www.mercuryxRM.com

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