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Psychometrics and the Role of HR Analytics

by Jill Windlespecht

Predictive Synergistic Systems

8050 Rowan Rd. Suite 602

Cranberry Township, PA 16066

Human behavior is incredibly complex with each person having a unique set of characteristics. So, trying to predict how a person is going to behave and perform at work is not an easy task. That is why making a good recruitment decision is not anymore based on “gut feeling” or “liking the candidate”; it is about combining multiple pieces data for a more accurate and predictive analysis of a candidate’s potential.  Then once they are on board, you need to know how to motivate, coach and develop your talent so their full potential is realized.

Psychometric assessments have already proven their objectivity and reliability in various HR decision-making processes.  According to a study by the Society for Human Resources Management (SHRM), the cost of selecting the wrong person can run up to five times of a bad hire’s annual salary. And higher the position and longer the person remains in that position, the more it will cost to replace them. It is also known that in 89% of the cases, the failures are explained by behavioral factors and not by a lack of technical know-how.

When used correctly, cognitive and personality tests can increase the chances that new employees will succeed.  Not all assessments are the same, and you should have a rigorous process for making sure they are job specific, valid and reliable.  Learn how to harness the power or psychometric analytics to power your organization.

**This program is currently being submitted for continuing education credits