Traditional candidate testing just doesn’t cut it anymore. Humans form first impressions and judgments just one-tenth of a second after meeting someone, and this is no different for even experienced recruiters in the context of interviews. Judgments made in the first 10 seconds of an interview can predict the result of the interview (thanks to confirmation bias, the act of forming a judgment and then attempting to confirm that this initial judgment is true).
So, don’t rely solely on the traditional interview to evaluate candidates; look at data instead. Use a psychometric test during the recruitment process to give you data-based insight, so you can make smarter hiring decisions.
These tests generally assess hard and soft skills or personality traits. However, not all tests are created equal. It’s important to use assessments which are unbiased, data-driven and effective at estimating potential job fit. Retorio’s AI tool, which performs psychometric assessments from pre-recorded candidate videos, fulfills these requirements.
Would the candidate get along with the team? Fit in the company culture? Written qualifications can’t help answer these important questions. Consider a psychometric test instead.
Aspects of Retorio’s Psychometric Test Software
Evaluates Soft Skills
When hiring a candidate, you should strongly consider soft skills, important indicators of a candidate’s future success in the role. In fact, according to Linkedin’s 2019 Global Talent Trends report, 92% of talent managers agree that soft skills are equally or even more important than hard skills and 89% say that bad hires typically lack soft skills. Unfortunately, soft skills are much more difficult to identify and evaluate than hard skills, proven by the fact that 57% of talent professionals struggle to accurately assess soft skills. Moreover, traditional interviews often fail at assessing candidate soft skills.
So, HR professionals agree that soft skills matter, but they also agree that they are difficult to correctly assess.
Retorio’s psychometric tool relies on data to give you insight into candidates’ soft skills. By analyzing candidate recorded videos, it evaluates soft skills so that you don’t have to try and guess from a 20-minute conversation if someone seems like a team player.
… And Personality Traits
Besides soft skills, a future candidate’s personality is also important to consider. Identifying personality traits helps to answer the question whether the candidate would do well in the role, fit in the team, or in the greater company culture. For example, would this person easily give up when faced with a stressful situation? Would they fit in with the team? A candidate can have impressive qualifications on paper, but it doesn’t guarantee that he or she would do well in the position or company.
Personality traits, like soft skills, are not easy to spot, and the traditional ways to evaluate personality are not the most effective. Some commonly-used personality tests such as Myer-Briggs Type Indicator lack a scientific basis and are ineffective at predicting job future fit alone. Moreover, with a traditional personality test, applicants can “fake it,” answering questions in a way that they think would best appeal to the recruiter, instead of answering honestly.
Relying on a data-driven tool results in more accurate evaluations. AI tools like Retorio judge a candidate honestly, relying upon thousands of data points based on microexpressions, body language, and voice inflections to estimate a candidate’s personality.
Convenient for Recruiter and Candidate
In addition to the benefits that Retorio gives recruiters in terms of estimating candidates’ soft skills and personality profiles, Retorio’s recruiting platform is just simply convenient to use. Both recruiter and candidate appreciate the convenience of using the AI tool Retorio to simplify the recruitment process. Candidates can do interviews in their free time, and in a less stressful environment than that of a formal interview, likely leading to more accurate answers. For recruiters, Retorio’s digital recruiting platform makes it possible to interview more candidates, faster. In fact, you can conduct ten one-way video interviews at the same time that it takes to make one phone interview!
Recruiters can also review videos when is convenient for them. Collaborative recruitment is made easy since multiple people can evaluate a candidate by looking at the same candidate videos; it makes sense to get feedback from others since this candidate will likely work with a variety of people in your company so it is valuable to see how others perceive them.
From these videos, Retorio produces instant insight into the candidates’ personality and soft skills. After the company or recruiter has provided Retorio with the desired hiring profile, Retorio can compare candidates to this ideal profile and rank them according to how they match up, providing the recruiter with valuable information for the decision process.
Positive Candidate Experience
The candidate’s hiring experience is important. Long, drawn-out assessments during the application process can frustrate qualified candidates, causing them to drop out. Instead with Retorio, candidates can easily record their interview and Retorio’s psychometric tests are performed based on the interview content.
A positive candidate experience matters because if applicants have a bad experience in the process, they are likely to form a negative opinion of the company and share it with others—and thanks to the Internet, word of mouth can spread quickly!
In conclusion, here are some aspects of Retorio which we feel make it the best psychometric test online:
- Evaluates soft skills
- Evaluates personality traits
- Convenient for recruiter and candidate
- eliminates the need for scheduling
- allows for collaborative recruitment
- produces instant insight
- Positive candidate experience
Traditional psychometric tests are not effective nor efficient in today’s recruiting landscape. Consider a convenient, data-driven approach to evaluate candidates instead. Try out Retorio today to see how it can give a deep assessment of candidates for your recruiting needs.
Essig, Todd. “The Mysterious Popularity Of The Meaningless Myer-Briggs (MBTI).” 29 Sep 2014, Forbes, https://www.forbes.com/sites/toddessig/2014/09/29/the-mysterious-popularity-of-the-meaningless-myers-briggs-mbti/#2383b0271c79
Ignatova, Maria. “The 4 Trends Changing How You Hire in 2018 and Beyond.” 10 Jan 2018, LinkedIn Talent Blog, https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/4-trends-shaping-the-future-of-hiring
Lobosco, Mark. “LinkedIn Report: These 4 Ideas Are Shaping the Future of HR and Hiring.” 28 Jan 2019, Linkedin Talent Blog, https://business.linkedin.com/talent-solutions/blog/trends-and-research/2019/global-recruiting-trends-2019
Nicholson, Nicole. “4 Advantages to One Way Video Interviews.” SparkHire, https://hr.sparkhire.com/best-hiring-practices/4-advantages-to-one-way-video-interviews/