'Will Psychometrics Pass the Test in Helping Us to Select the Right Staff?' ; A Small Legal Firm Asks If the Benefits Will Justify the Cost of Making Its Recruitment Process More Reliable
Hilpern, Kate, The Independent on Sunday (London, England)
As many employers are all too aware, interviews can be in adequate in revealing whether a candidate is the right "fit" for the organisational culture. In some cases, they don't even demonstrate if someone has the right skills. Little wonder that a growing number are using the additional recruitment tool of psychometric testing - an approach that covers everything from mental attributes, such as IQ, to interests, attitudes and personality.
But are the benefits really worth the investment for a small company? And are there any risks involved? Kehrela Hodkinson, principal of Hodkinson Law Group, would like to know the answers.
The company, explains the US-born attorney, is a small Lon don law firm, specialising in immigration advice to firms and individuals who wish to do business in the US. She currently employs five people, who work very closely as a team.
"I want to make sure I'm making the right decisions - recruiting people who are technically competent and will also fit in with the culture and operation of our firm," says Ms Hodkinson. "I like the idea of psychometric testing because I can measure different things with different tests. After all, if I'm seeking someone for an administration role, I'll be looking for very different skills than if I employ a paralegal [lawyer's assistant] or an attorney."
Currently, she explains, the recruitment process at the company involves two interviews, the second of which includes an "in-tray exercise" - where the candidate does a piece of work similar to a task they would do in the role - and an extended discussion with several employees. …