Imagine having a crystal ball that could predict the future job performance of your candidates. While magic is a stretch, psychometric assessments come close. In our recent webinar, Chris Murdock, Jeff Bondy, and Adam Meekhof unlocked the secrets of "Psychology-Driven Recruitment Strategies." From game-changing insights to practical tips, we've distilled their expertise into this must-read recap for forward-thinking HR professionals.
Meet the Experts
Chris Murdock: Founder of IQTalent, with 25 years in recruiting. Chris thrives on the human element of talent acquisition.
Jeff Bondy: An I/O psychologist and Partner at Caldwell Analytics. Jeff is an expert in psychometrics with a fondness for the Predictive Index.
Adam Meekhof: Self-proclaimed recruiting geek with 18 years of experience in various recruiting roles. Adam is a tech enthusiast who loves integrating assessments with the human touch.
Why Psychometrics?
“Predicting future job performance is the name of the game,” says Jeff. The webinar kicked off with this fundamental truth. While technology, tools, and processes have evolved, the essence of recruiting remains rooted in understanding the human element.
The Core Elements of Psychometrics
The Five-Factor Theory
At the heart of psychometric assessments lies the Five-Factor Theory. Jeff explains, "Most personality assessments have some linkage to this theory, which includes factors like conscientiousness and agreeableness."
- Conscientiousness: Crucial for detail-oriented roles.
- Agreeableness: Vital for service-oriented roles.
- Openness: Perfect for creativity and adaptability.
- Extraversion: Ideal for roles requiring teamwork and interaction.
- Neuroticism: To be cautiously considered for high-stress roles.
These factors are strong predictors of job success, helping you move past gut feelings and into data-driven decisions.
Behavioral and Cognitive Assessments
Jeff simplifies the world of psychometrics into two categories: behavioral and cognitive.
- Behavioral: Will you do the job and enjoy it?
- Cognitive: Can you do the job?
He’s a fan of combining both, as they measure different aspects and have zero intercorrelation.
Popular Assessments
- Predictive Index: With a 70-year history, it’s a staple in 130 countries and 70 languages.
- Hogan Leadership Forecast Series: Offers a deeper dive into leadership strengths and derailers.
- Watson Glazer: A critical thinking test, perfect for senior roles.
- Emotional Intelligence Assessment: Measures your emotional awareness and interaction ability.
Real-Life Applications
Chris recounts his experience with the Predictive Index: "It felt like voodoo, peering into my soul in five minutes." But the true power of the tool was evident in how it transformed team dynamics. By understanding each other’s profiles, his team learned to communicate more effectively.
Adam also highlights the value of assessments, even down to the supervisor level in manufacturing settings. "It’s about knowing how they fit within the organization and how they communicate with their team."
A Surprising Discovery
Chris shares a fascinating anecdote about a client with a dysfunctional sales department. The head of sales loved hiring student-athletes, but they only hired athletes from individual sports. This unconscious bias led to a team that struggled with teamwork. "Once we pointed it out, they started hiring athletes from team sports, and their performance skyrocketed," Chris recalls with a smile.
Mitigating Biases
Jeff, Chris, and Adam agree biases are inevitable. But recognizing and addressing them is critical.
Common Biases
- First Impressions: Not predictive of job success.
- Halo Effect: Favoring someone due to a shared characteristic.
- Horns Effect: Disfavoring someone due to an opposing characteristic.
Mitigating Strategies
- Interview Pairs: Two trained interviewers scoring independently and then reconciling.
- Validated Tools: Use assessments with up-to-date tech reports.
- Fairness and Responsibility: Ensure assessments are applied consistently and ethically.
The Role of AI
AI is transforming recruitment but with caution. Chris warns, “AI is assigning fit based on profiles, but trust and verify its recommendations.” He recounts Amazon’s experience where biased training data led to the exclusion of female engineers.
Trust and Verify
Adam adds, "AI doesn't build human relationships. It's a tool, not a replacement. Call that candidate whose resume looks plain; you might find a hidden gem."
Ethical Considerations
Adam highlights, “You have an ethical responsibility to use assessments the right way.” This includes understanding the limitations and ensuring fairness. Jeff adds, “Combine assessments with other predictors and be wary of biases introduced by humans.”
Legal and Ethical Compliance
Validity and Reliability: Ensure assessments are scientifically valid and reliable.
Privacy Concerns: Be mindful of candidate privacy and data security.
Fairness: Apply assessments consistently across all candidates.
The Art and Science of Recruitment
Chris brings it full circle, "Recruitment is 60 percent science and 40 percent art. Sometimes it flip flops depending on the role and company." He argues that while assessments provide the scientific foundation, the art of recruitment lies in human interaction and intuition.
A Word on AI
“We’re still figuring out how AI fits into the recruitment puzzle,” Chris says. He stresses the importance of using AI as a supplementary tool, not a definitive decision-maker. "AI can help speed up the process, but it should not replace human judgment."
Remember: It’s not just about the tools, but how you wield them.
Psychometric assessments, when used correctly, are powerful tools in recruitment. They offer insights into a candidate’s potential fit, mitigate risks, and predict job success. However, the human element remains irreplaceable. As Chris says, “It’s about building human relationships to determine who’s best for the job.”
Ready to dive even deeper? Watch our full webinar Unlocking the Human Element: Psychology-Driven Recruitment Strategies, and download the comprehensive guide to enhance your recruitment framework. For further assistance and detailed inquiries, don’t hesitate to reach out to IQTalent or Caldwell. Our dedicated teams are ready to provide the support and guidance you need to transform your recruitment approach.
