Psychometric profiling isn’t just for recruitment—It’s for life!

In today's competitive job market, the use of psychometric testing is on the rise. According to our recent poll, 51% of companies incorporate psychometric tests into their hiring processes, with 40% doing so for senior management levels and above. As businesses face growing challenges, including changes in employment laws and an increasing emphasis on finding the right fit from day one, it's clear that these tests can offer invaluable insights during recruitment. But why stop there? Kerry White discusses why psychometric data should be leveraged throughout the entire employee life cycle, not just at the hiring stage.

Informed decisions from the outset

Psychometric tests are often praised for their ability to help organisations select the right candidates by assessing personality traits, cognitive abilities, and behavioural tendencies. Now the new government are tightening employment regulations—such as extending rights from the first day of employment and potentially removing the unfair dismissal service requirement—employers may find themselves needing to adopt more rigorous and in-depth hiring processes. This is where psychometric data becomes crucial, helping companies make informed decisions from the outset.

Valuable insights for progression

However, the potential of psychometric data extends far beyond recruitment. Once a candidate is onboarded, this data can be revisited and utilised in various aspects of their career. Psychometric profiling can provide valuable insights into how employees respond to change, identify those suitable for promotion, and guide succession planning. Moreover, it can inform management strategies and support professional development by highlighting areas where an employee might need additional training or support.

Despite the clear benefits, a surprising number of organisations fail to fully exploit the psychometric data they collect. Our second poll reveals that 47% of companies never revisit psychometric and personality profile data once an employee is hired. Only 24% use it consistently throughout the employee life cycle, while others only consult it for specific purposes like succession planning (18%) or during change and restructuring programs (12%).

Claire Birks, HR Director at Gorilla Glue, underscores the importance of utilising this data beyond recruitment. “We use it for team development and self-awareness in different forms,” she says. “By integrating psychometric insights into ongoing employee development, we have fostered a more self-aware, cohesive, and adaptable workforce at Gorilla Glue.”

Don’t let the data go to waste

“Our advice is simple” says Kerry. “Don't let your psychometric data go to waste. Use it to its fullest potential by applying it throughout the employee life cycle. Remember, an employee's profile and potential can evolve over time, especially as they take on new roles or leadership responsibilities. Regularly revisiting and updating their psychometric data can help ensure that both the employee and the organisation continue to grow and thrive.”

In conclusion, while psychometric tests are a powerful tool for recruitment, their value doesn’t end there. They should be a staple in your HR toolkit, used to guide employee management, development, and succession planning. By doing so, you’ll not only make better hiring decisions but also build a more dynamic and resilient organisation.

How we can help

As the UK’s longest-established HR recruitment consultancy, we have a deep understanding of the HR function's unique complexities. We take pride in being a strategic partner to our clients, building long-standing relationships that allow us to offer flexible and tailored approaches. Our commitment to delivering exceptional results includes providing psychometric and behaviour profiling tools to ensure the best fit and competency for each role. We can also support you and your team throughout their careers, using psychometric profiling to ensure success and growth at every stage.

Get in touch

Should you wish to have a confidential chat with Kerry White to discuss the current HR market, your search for work/recruiting into your team or how we can support you with psychometric profiling, please contact her directly at kwhite@mdhr.co.uk

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