HR interview tests and psychometric assessments
At some point as you change employment, it is likely that you'll be subject to some form of formally structured testing as part of the application process. These tests are used by employers seeking more sophisticated selection techniques in an effort to screen and shortlist mass numbers of applicants, to reduce discrimination risk from conscious or unconscious bias in the selection and recruitment process, and/or to "crystal ball" the likelihood of your "culture fit", performance, and general success potential within the hiring company. They are often conducted by a specialist third party organisation whose services are paid for by the employer company.
These tests take many forms with some of the most common including numeric, executive reasoning and psychometric assessments. Others are more situation-led such as the "inbox" crisis - which quickly allows assessment of prioritisation skills and technical knowledge in a "real work day" type scenario. We have also utilised a salary benchmarking exercise to test compensation leaders on basic technical knowledge and logical process skills (with extraordinary results!), and short-notice presentation delivery exercises to check the “under pressure” rationale abilities of leaders from every part of the HR function. More recently, gamification has show high promise as a tool for problem solving assessments.
Use of tests does wax and wane, even for senior roles. No one yet that I’m aware of, has come up with the a formula for an assessment that 100% guarantees that a newly appointed HR leader will be successful in their new role. Many tests are an “off the shelf” solution which apply right/wrong answers and or that offer clever algorithms to determine the “more right” verdict for specific types of roles and levels of responsibility. Others are heavily customised to specific employer needs - for instance those which have identified all the traits common to high performers within an organisation, and then seek to identify those in candidates. Artificial intelligence is being touted as the future of testing but at the time of this article, is still in its infancy, although it is certainly being used already for the “initial sift” part of the screening process. The “best” tests often come with a hefty price tag so may only be rolled out once the final preferred candidate has been identified. Other tests are regarded as gimmicky, or too complex or contradictory in the results they deliver. The general view though is that tests can add real value in providing a more objective determination on the extent to which a candidate has the knowledge, skills, and abilities to perform well at any given job. Combined with skilled interviewers and a thorough hiring process, tests can go a long way towards predicting a candidate’s likely success.
Rightly or wrongly, many tests are used as a screening tool so passing becomes critical. In other instances, tests are used purely for a guide on what your development areas would be or for further insight on your professional work and leadership style. Many of us fear tests, having negative memories of them from our school days and unfortunately, a company that is “set” on applying tests to every preferred candidate will inevitably wind up missing out on the fabulous talent that exists, but does’t respond well to the usual structured forms of skill or knowledge testing. However, if tests are part of the process for the role you want to be considered for, you'll have to find ways overcome your concerns and as is so often the case, preparation is key.
Be clear on what the test is likely to involve - what kind of content, whether its done on paper or online, is it timed on not, will you get access to the results, are the results a deal breaker? With maximum knowledge up front it may help to know what you’re in for, and what is in, and out of your control
If the tests are designed by an external party, can you get access to sample versions in advance? The SHL website for instance has access to free trial tests which give you a taste for what to expect and how you might perform. Also spend some time researching online - there is plenty of public domain information from other jobseekers who’ve taken part in various assessments, and shared content and guidance for all to see.
Especially in the case of numeric tests, remember that as a HR Professional, you probably don't use mental arithmetic as part of your daily remit, being reliant instead on spreadsheet formulas and calculators. It's likely you haven't done mental subtractions, ratios or formulas since school days! Thus its worth practicing beforehand to refresh your mind and re-educate yourself. Again, the number of free testing programs online is astonishing, so you’ll have plenty of chance to “brush up” your skills and confidence if you put in the effort.
If you get the choice, do the tests in an environment without distraction. If they're online tests, use a reliable computer and internet server. Do the tests when you're refreshed, and ideally in good health. If the test is being done in a language other than your mother tongue or everyday business language, check whether you have the option to switch without penalty. You might be highly accomplished in English as your second language as an example, but even then you may miss out on the nuances posed in some questions.
Many tests are timed. If you know in advance how many questions will be asked with a total amount of time, calculate what time should be spent on each question, then stick to it - if you haven't completed one, move on and then come back to whatever you’ve missed. If you’re being subject to a series of questions as part of an executive presentation, then it won’t be ideal to “pass” but you could try a “that’s an excellent point and I’d like to give it more thought, can I come back on this one?” approach to buy yourself some thinking time.
Finally, remember that all of these interview tests are a guide only. Your results are so easily influenced by the environmental conditions under which you do the tests, your state of health (physically and emotionally), and potentially also the performance of other applicants. You need to accept that the pass criteria can be subjective, and is not an indicator of your intelligence, competence, calibre of experience, or ability to do the role!
To summarise then,
Accept that tests are part of the process - if you want that job you'll have to play to the rules of the application game!
Know in advance the type and format of tests you'll be undertaking
Practice any areas that are not used as part of your daily work (truly, I've even had brilliant accountants fail a mental arithmetic test!)
Ensure that you're focused when completing the test to give you the best chance of success
Your world will not end if you don't meet the employers set criteria - keep a sense of perspective!
About the Author
Leanne Morris is well known as a both an outspoken advocate and critic of the HR profession. With long standing networks across 94 countries in all specialist areas of the function, and a multi- continent work history, she is a sought after subject matter expert on international HR hiring trends and HR hiring best practice.