When designing a recruitment process talent acquisition teams face a common challenge: How to provide a great candidate experience while also getting the valuable data from psychometric assessments? Creating an efficient and effective process will improve the quality of hire, so how do you get the formula right?
People are complex, each with unique personality traits, abilities, and experiences. Psychometric assessments help the pre-hire process by gathering specific information about an individual in an efficient way to see if they are a good fit for a role. However, sometimes it’s difficult to balance getting as much information as possible about an individual with creating a good candidate experience.
Organisations are increasingly (and rightly) focused on the candidate experience. One common factor they have focused on is reducing the length of time taken to complete assessments. But does the length of testing time impact the candidate experience or applicant dropout rates?
Research recently published in the Journal of Applied Psychology, suggests it is a myth that shorter test time will retain more applicants. According to the study, assessment length does not predict applicant dropout rates. The length of the assessment phase should not be reduced at the cost of collecting less information to make an informed decision.
By making the assessment suite too short and not including enough measures to assess the candidate properly, you reduce the accuracy and usefulness of the assessment process. Why include assessments if you’re not fully utilising their value? To get the best results, the focus should be on getting the assessment formula right, not cutting down the length only for the sake of time.