Candidate Selection: A Definitive Guide
Learn of candidate selection to improve your candidate selection process and build a high-performing workforce.
PAGE CONTENTS
section one
Introduction
When introducing psychometric assessments into a hiring process, many organisations rush to deploy them externally without first understanding how they work internally.
At Test Partnership, we suggest a solution to any who are not sure how to use personality assessments: internal trials.
Audio Reading: How to measure which personality traits predict success
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By testing assessments within your organisation before rolling them out to candidates, you gain valuable insights, refine decision-making criteria, and build confidence in the tool’s effectiveness.
section two
What Are Internal Trials, and Why Do They Matter?
Internal trials involve using psychometric tests on current employees before applying them to external hiring processes. This allows organisations to validate that the assessments align with their hiring goals and provide meaningful, job-relevant insights.
Key Benefits of Running Internal Trials:
- 1. Understanding Predictive Validity: Internal trials reveal how well test scores correlate with actual job performance.
- 2. Gaining Buy-in from Stakeholders: By demonstrating value early on, HR teams can gain support from leadership.
- 3. Refining Benchmarking Criteria: Data from internal employees helps define realistic hiring standards.
section three
How Test Partnership Helps Clients Conduct Internal Trials
At Test Partnership, we guide organisations through the internal trial process, ensuring a smooth and effective implementation.
1. Selecting the Right Assessments
Not all assessments are equally suited for every role. Test Partnership helps clients identify the most relevant cognitive ability tests, personality assessments, or skills tests for their needs.
2. Running the Trial with Internal Teams
We assist in administering the tests to a sample of existing employees. By doing this, clients can:
- Compare assessment results with on-the-job performance.
- Identify trends in high vs. low performers.
- Ensure that the test is measuring the right competencies.
3. Analysing the Results and Setting Benchmarks
Once the trial is complete, Test Partnership helps clients analyse the data and set appropriate score thresholds for hiring. Rather than relying on arbitrary cut-off scores, organisations can use real-world performance data to make informed hiring decisions.
4. Training Hiring Teams on Interpretation
Understanding test results is just as important as conducting the assessments. Test Partnership provides training sessions to ensure hiring managers and HR teams know how to interpret scores and use them effectively in the selection process.
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section four
Summary and Recommendations
Without internal trials, organisations risk using assessments in a trial-and-error manner on real candidates. This can lead to misinterpretation of results, poor candidate experience, and missed hiring opportunities. By first validating assessments internally, companies can ensure their hiring process is data-driven, fair, and highly predictive.
Internal trials are a crucial step in implementing psychometric testing effectively. Test Partnership works with organisations to design and execute internal trials, ensuring they get the most from their assessments.
By running these trials, companies can confidently integrate psychometric testing into their hiring process—maximising accuracy, fairness, and long-term success.
Interested in improving your hiring strategy? Contact Test Partnership today to learn more about running an internal trial.
