A deep look at one of talent acquisition’s most used and least understood tools, with cited research, documented program examples from the UK and US, and a practical framework for getting it right.
My view is that psychometric testing should rarely be used as a standalone gate.
A stronger process usually combines structured interviews, job-relevant work evidence, and carefully selected assessments.
Do you agree, or do you think testing deserves more weight in hiring decisions?
For anyone working in recruitment or HR:
When was the last time your company actually validated its assessment process against real job performance, candidate outcomes, and adverse impact?
Not the vendor’s evidence. Your own data.
The question I keep coming back to is this:
At what point does a hiring assessment stop being a useful signal and start becoming an unjustified barrier?
Have you ever been rejected after a psychometric test without any explanation or human review?
My view is that psychometric testing should rarely be used as a standalone gate.
A stronger process usually combines structured interviews, job-relevant work evidence, and carefully selected assessments.
Do you agree, or do you think testing deserves more weight in hiring decisions?
For anyone working in recruitment or HR:
When was the last time your company actually validated its assessment process against real job performance, candidate outcomes, and adverse impact?
Not the vendor’s evidence. Your own data.
The question I keep coming back to is this:
At what point does a hiring assessment stop being a useful signal and start becoming an unjustified barrier?
Have you ever been rejected after a psychometric test without any explanation or human review?