The following are comments from Linkedin users on the following question:
“Recruiters, employers, do you rely on psychometric tests in the hiring process? Why? Why not? and How do you feel about them?”
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Leslie Traub (Professional profile and Personal Website)
President/CEO Cook Ross, Inc
“We do use psychometric testing, more as a point of understanding the individual and how he or she will complement our team. There are certain jobs that require a particular focus or orientation, and we look for aspects of that job in the testing. We wouldn’t NOT offer a job if everything else lined up. We also use the testing as a way to explore our team dynamics. They become the context for many conversations about how we can work together better, and how can have more compassion and understanding for each others differences.”
Leslie Traub brings more than twenty years of experience in diversity, inclusion and change management consulting, facilitation, training, and development to Cook Ross Inc.
Loren Hicks (Professional Website and Personal Website)
Senior management consultant / tech executive
“I have found the fortune teller down the street to be less expensive, and at least as accurate. Horoscopes are even less expensive. Everyone with an IQ high enough that you’d actually want to hire will try and play the test to tell you what they think you want to hear. You’re much better off reading the signals in an interview, and watching behaviour in the first few weeks after the hire.”
Loren Hicks has business knowledge across many verticals – eCommerce, manufacturing, securities, transportation, banking, insurance, leisure, and more. Specialist in project recovery – bringing new thinking and discipline to make faltering initiatives deliver.
Noel Wagner (Professional Profile)
Director of Business Development at Carltech
“I have used them off and on over the past 15 years and they can give you some insight into what the candidate perceives about themself (not necessarily what the actual truth is but what they think it is) and have found they are no guarantee or even acurate predictor of future behavior.
Nothing beats a good in person interview and hard skills testing if applicable.”
Noel works for Carltech, a Recruiting firm specializing in contract staffing for Information Technology, Engineering and Accounting.
A follow-up on psychometric tests
Monday 26 October 2009 · Leave a Comment
“Recruiters, employers, do you rely on psychometric tests in the hiring process? Why? Why not? and How do you feel about them?”
——————————————————————————————-
Leslie Traub (Professional profile and Personal Website)
President/CEO Cook Ross, Inc
“We do use psychometric testing, more as a point of understanding the individual and how he or she will complement our team. There are certain jobs that require a particular focus or orientation, and we look for aspects of that job in the testing. We wouldn’t NOT offer a job if everything else lined up. We also use the testing as a way to explore our team dynamics. They become the context for many conversations about how we can work together better, and how can have more compassion and understanding for each others differences.”
Leslie Traub brings more than twenty years of experience in diversity, inclusion and change management consulting, facilitation, training, and development to Cook Ross Inc.
Loren Hicks (Professional Website and Personal Website)
Senior management consultant / tech executive
“I have found the fortune teller down the street to be less expensive, and at least as accurate. Horoscopes are even less expensive. Everyone with an IQ high enough that you’d actually want to hire will try and play the test to tell you what they think you want to hear. You’re much better off reading the signals in an interview, and watching behaviour in the first few weeks after the hire.”
Loren Hicks has business knowledge across many verticals – eCommerce, manufacturing, securities, transportation, banking, insurance, leisure, and more. Specialist in project recovery – bringing new thinking and discipline to make faltering initiatives deliver.
Noel Wagner (Professional Profile)
Director of Business Development at Carltech
“I have used them off and on over the past 15 years and they can give you some insight into what the candidate perceives about themself (not necessarily what the actual truth is but what they think it is) and have found they are no guarantee or even acurate predictor of future behavior.
Nothing beats a good in person interview and hard skills testing if applicable.”
Noel works for Carltech, a Recruiting firm specializing in contract staffing for Information Technology, Engineering and Accounting.
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Tagged: carltech, ceo, cook ross, hiring, horoscopes, job, leslie traub, linkedin, loren hicks, management consulting, noel wagner, psychometric tests, recruiting