Decoding the DNA of recruitment: The imperative of certified psychometric assessments

In the ever-evolving landscape of talent acquisition, the significance of validated psychometric tests cannot be overstated. Dr. Ryne Sherman, Chief Science Officer at Hogan Assessments, delves into the nuances of certified and non-certified tests, unraveling the imperative for organizations to discern the difference in the realm of recruitment.

Certification, as Dr. Sherman elucidates, serves as a stamp of reliability and validity. “Certification ensures that the test has been vetted by professional psychologists for reliability and validity,” he emphasizes. In a domain where anyone can craft a psychological test, certification emerges as a safeguard against the pitfalls of inconsistency and lack of predictive power. Beyond concerns of reliability and validity, Dr. Sherman sheds light on potential legal risks associated with non-certified psychometric tests. “Some tests may lead to adverse impact in personnel decisions, paving the way for employment lawsuits,” he warns. It’s a stark reminder of the legal quagmires that can unfold when the foundation of testing is not secure. For companies seeking high-quality and validated psychological tests, Dr. Sherman proposes a dual strategy. “Certification by a reputable group is one way,” he notes. “Additionally, having an expert review technical materials produced by the test provider is crucial.” This layered approach becomes a shield against providers unwilling to offer transparency.

Catalysts for validity and fairness

The advantages of using certified tests ripple through the entire recruitment process. Dr. Sherman affirms, “With a certified test, users can feel confident that the test is both valid and fair.” In an era where fairness and accuracy are paramount, certified tests emerge as catalysts for equitable evaluations for both employers and candidates. To HR professionals seeking to elevate their testing practices, Dr. Sherman offers clear guidance. “Well-validated, certified personality assessments offer one of the most predictive and fair ways to evaluate talent,” he asserts. The advice extends to those already using assessments, urging them to critically evaluate the accuracy and fairness of their current tools. In navigating the certification landscape, Dr. Sherman advises, “Be sure that any assessment has been certified by a major international certification board or a local, reputable board.” It’s a strategic move that aligns with recognized standards transcending geographical boundaries. Dr. Sherman furthermore emphasizes the repercussions of neglecting validity and reliability in psychometrics, especially concerning inclusion and diversity. “Tests with poor validity and reliability can result in adverse impact,” he states, underscoring the need for vigilant evaluation to prevent unintended biases.

AI: Balancing technology and integrity

Artificial Intelligence (AI) is a transformative force in the testing industry. Dr. Sherman acknowledges its impact, highlighting the opportunities for efficiency but also cautioning about threats to test integrity. “AI also threatens test integrity,” he warns, as individuals may attempt to manipulate assessments using AI technology. Looking ahead, Dr. Sherman envisions a future where technology, including AI, plays a pivotal role. However, he emphasizes the need to balance potential advances with personal privacy. The traditional self-report test, he believes, will endure, providing an efficient and fair way of evaluating talent while respecting individual privacy.

Collaborative synergy: Hogan Assessments and the Institute of Recruitment

In the collaborative effort with the Institute of Recruitment, Dr. Sherman articulates, “Hogan Assessments is proud to partner with the Institute of Recruitment, driven by our shared goals of reducing discrimination and promoting equitable hiring practices.” The collaboration aims to make employment opportunities fairer and more accessible to all, aligning with Hogan’s core purpose. This exploration into the realm of validated psychometric tests, guided by Dr. Ryne Sherman’s insights, serves as a beacon for organizations navigating the intricacies of recruitment. It underscores not only the importance of understanding the nuances between different tests but also the pivotal role that validated assessments play in shaping a diverse, inclusive, and successful workplace.

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The tech that’s driving justice

Behind every technological innovation stands a visionary leader. For Björn Elowson, founder of Pharus Tech, the vision is clear: to create a platform that not only eliminates biases from the recruitment process but also paves the way for a more inclusive job market. In an exclusive interview with the Institute of Recruitment, Björn shares his mission, the role of technology, and how Pharus Tech is driving revolutionary change in recruitment.

The journey of Refapp towards evidence-based recruitment

At the core of the digital transformation in the recruitment landscape stands Refapp as a pioneer. To comprehend their journey and explore how they are transforming the recruitment landscape, we interviewed two key figures, Emira and David, for a deep dive into their vision and innovations. Emira, Refapp’s Chief Strategy Officer, initiated the journey with a story of friendship that led to an unexpected career move. Having previously worked with David via Assessio, when he shared the vision behind Refapp, it was like offering her an irresistible opportunity. Now, she leads overall product strategy and business development. David, co-founder and partner, connected his story with founder Philip and his previous work at Randstad. Investing in Refapp became a natural step when he realized the potential of digital reference checking.

Unbiased Recruitment vs. Bias-Conscious Recruitment: A Necessary Shift in Recruitment Practices

In a world that is rapidly changing, the complexities of recruitment have grown exponentially. Organisational cultures, aspects of diversity, and the labour market itself have undergone significant transformations. Amidst these shifts, it’s crucial to re-examine the terminology used within the recruitment industry. One such concept that has garnered attention is “open-minded recruitment.” However, what occurs when a term like “open-minded recruitment” falls short? When it becomes apparent that it is more of an idealistic aspiration than a feasible approach?
This is where the notion of “Bias-Conscious recruitment” emerges. We had the opportunity to interview Malin, a recruitment expert, and a fervent advocate for “bias-conscious recruitment.” During the interview, Malin shared her insights and views on why there’s a need to reevaluate our understanding of recruitment and develop a more mindful approach.

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