Unlike large employers, smaller company rarely have a dedicated resourcing team that focuses solely on recruitment. As a result, small businesses simply can’t put in the same amount of time, effort, and resources into hiring that larger employers can.
Small applicant pools mean that SMEs can’t be wasteful with their candidates the way that larger employers are. Attracting candidates is hard for small companies, so screening decisions must be made based on the best available evidence.
SMEs are most at risk when it comes to mis-hires. One bad hire is barely noticed by larger employers, but for a company of 10 people, a single mis-hire could destroy the entire company. As a result, the stakes of recruitment are significantly higher for SMEs.
Psychometrics are just as important for SMEs as they are for large employers, but the way SMEs should use psychometrics is quite different. Whereas large employers typically use psychometrics immediately following application, SMEs are better off using psychometrics in the mid-late stages of recruitment, ideally alongside or following a telephone interview. This way, the candidate feels more invested in the process, and is more likely to complete their assessments.
Because of this, SMEs need to utilise assessments which are designed for mid-late stage recruitment. The majority of psychometric assessments on the market today are designed for high volume, low stakes recruitment, making them less useful for low volume, high stakes recruitment. As a result, most assessments are quick and convenient, at the expense of accuracy and perceived fairness. SMEs need assessments which offer greater precision and a more rigorous testing experience, ensuring that candidates feel thoroughly vetted after.
Test Partnership ranks among the psychometric test providers that offers suites of assessments specifically for low volume, high stakes recruitment. Whereas most psychometric test publishers focus solely on high volume recruitment and large enterprise clients, Test Partnership has developed assessments which are uniquely positioned to support smaller organisations. These assessments offer the highest levels of precision possible, identifying even slight differences between the candidates in smaller applicant pools.
Test Partnership also offers a level of support to smaller organisations that is unheard-of in the psychometric testing industry. Clients of all sizes are assigned an account manager who is either a BPS trained assessor, or a professional business psychologist. This ensures that businesses of all sizes have access to the highest level of support, advice, and guidance possible. This level of support is especially useful to employers that are new to psychometric testing and are implementing psychometrics for the first time.
The following assessments are especially useful in mid-late stage, high stakes, and low volume recruitment. Unlike comparatively blunt high volume sifting tools, these assessments provide a far greater level of precision, ensuring that candidates are fairly and thoroughly vetted.
This test measures the ability to analyse, understand, and draw meaningful conclusions from high-level quantitative data.
More powerful than a traditional numerical reasoning test, Concepts Data Analysis is an essential selection tool for highly numerical, quantitative, or data driven roles.
This test measures the ability to conceptualise, apply, analyse and evaluate information in order to reach a meaningful conclusion.
More powerful than a traditional verbal reasoning test, Concepts Critical Thinking is essential for roles involving complex qualitative information and / or meaningful decision making.
This test measures the key personality traits which collectively comprise a person’s character, temperament and behavioural preferences.
The TPAQ-45 Complete Profile measures 45 distinct personality traits, providing an unparalleled level of depth when predicting future performance, job-fit, and culture-fit.
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