Why use psychometric video interviews
As recruiters, we face many conflicting requirements when it comes to designing a recruitment process. Just a few of the common challenges include:
- Quality - how do you ensure you are identifying the right people for the right roles.
- Efficiency - your recruitment process should require as little human resource as possible.
- Cost - organisational benefits should demonstrably offset expenses.
- Engagement - candidates should enjoy a positive recruitment process.
- Diversity and inclusion - the variety of the candidate pipeline should be maintained throughout each stage.
If you're pulling your hair out trying to keep everyone happy, then this new approach may just make your life a little easier.
It's commonly recognised that psychometric assessments are the best way of predicting future work performance. However, they're not cheap, and because they typically take 20-30 minutes to complete, this can put off less committed candidates.
Furthermore, to get the full value from an assessment, you'll want to probe candidates based on their results. Usually, this is done during a telephone or face to face interview — however, these are expensive, time-consuming and can be difficult to schedule.
Automated video interviews offer an effective way to reduce the costs and administrative burden, but you sacrifice the ability to tailor questions to individual candidates.
But, now in partnership with Saville Assessment, we've overcome many of the problems associated with psychometric assessments and follow up interviews with candidates.
A more affordable psychometric assessment
The new Match 6.5 assessment from Saville Assessment is a quick, efficient, screening tool powered by Wave. Despite taking less time to complete, Saville has maintained the validity of the assessment by using the most valid items from Professional Styles.
Candidates are ranked against 12 behaviours, with the assessment intelligently interacting with the user to maximise differentiation and prediction.
Importantly, the new shorter Match 6.5 assessment is over 60% less than the full Wave assessment.
Creating a dynamic video interview
The results from the Match 6.5 are mapped to a bank of interview questions to create a unique video interview for each candidate. These interview questions are designed by Saville to probe the candidate on their strengths and weaknesses as they relate to the role.
As a result, each candidate is asked appropriate questions, enabling you to assess their suitability for the role more fully.
Now, your candidates can complete a focused psychometric assessment in just 6.5 minutes. They then do a video interview with questions selected based on the results of their assessment.
In less than 15 minutes, and at a time of their choosing, your candidates can complete a more valid, reliable and fair screening process while you get an accurate prediction of their potential, plus responses to the questions you need answering to make an informed and impartial decision.
In our guide, “Diversity And Inclusion - A Practical Guide To Developing An Effective Strategy”, we’ve compiled a list of easy to action steps that will ensure diversity and inclusion are both promoted and supported within your organisation.
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