Psychometric profiling 'should be part of 360-degree hiring plan'

Psychometric profiling should be used alongside other candidate assessment tools such as ability tests and structured interviews, it has been claimed.

Writing for HR Zone, John Hackston, a senior consultant at business psychology consultancy OPP, commented that any psychometric tool needs to be "part of the picture" of a jobseeker and not used in isolation.

He continued: "Two of the most important questions you should ask any psychometric supplier are around reliability and validity.

"The best products available have undergone rigorous research and benchmarking to ensure they deliver accurate, consistent results."

Mr Hackston went on to say that any profiling tools that show weaknesses in these areas should be avoided by firms.

Earlier this week, Steven Harris, director of education at professional body the Association of Business Executives, emphasised that qualifications are the key when it comes to looking for a job.

He added that people who have sector-specific or academic qualifications have an advantage over jobseekers who do not.

With consultants that are British Psychological Society (BPS) level A and level B accredited Aaron Wallis are able to offer a wide range of psychometric tools, personality tests, aptitude tests and ability tests.

Filed: 24-04-2009