Vector Synergy

Measuring the unmeasurable

People have always been eager to compare themselves and wanted to know e.g. if they are more sociable than others. Unfortunately, it is not easy to find a simple answer to the otherwise simple question. If you asked 5 random persons what they understood by sociability, most probably you would get five different descriptions of sociability. Furthermore, most probably those would be descriptions of a “sociable” behavior, and not actually “sociability”. And these intuitive responses would be correct because behavior is something we can observe, while traits can only be concluded on the basis of the behavior.

Psychometrics is about drawing such conclusions, i.e. what the behavior we see tells us about the traits we cannot see directly. Psychometric tests are tools that measure behavior and help us draw accurate and reliable conclusions about the level of the trait that behavior characterizes. The measured behavior has to be carefully selected and there has to be clear justification (a psychological theory, most often) of its connection with the unobservable trait. This is what I do. I am a psychometrist and a specialist in designing psychometric tests.

Psychometrics - it works!

Are psychometric tests useful in the recruitment process?
Of course, they are!

So, what do they do for us?
They are a source of information about the degree to which a candidate meets the criteria for a given position. They help verify the information stated in the CV and can be a source of information about the traits and aptitudes that would otherwise be difficult to test (e.g. whether the candidate is a team player or - to the contrary - an independent worker). Furthermore, they increase the objectiveness of the recruiters’ assessment and help them save the time when collecting the necessary information about the candidate. Besides, the tests provide a basis for comparing candidates, which is often not the case of other methods such as an interview. Assessing candidates according to clearly defined psychometric criteria helps identify those that are most promising. Obviously, no psychometric test is “infallible”. Every test is error-burdened to some extent, and the knowledge of how to interpret their results is necessary. Properly used psychometric tests can, however, significantly increase the likeliness of selecting the right candidate for the position, and decrease the employee turnover. Used by an experienced recruiter, they are an efficient source of information.

Step ahead in recruitment

The psychometric tests designed for Vector Synergy help select those candidates that are most likely to have more problems than others when carrying out specific tasks. The areas covered by the tests are a result of discussions with VS staff and the competencies they believe their colleagues and employees should have. Therefore, subsequent rounds of recruitment are attended by only the candidates that meet the specific criteria.

The complex recruitment procedure which involves using psychometric tests at one of the stages optimizes the recruitment process. It allows recruiters focus on key, most important competencies, the candidates should have for the project they are recruited for. It is a source of data that, combined with information from other recruitment tools, provides a more complete picture of the candidate. Bearing in mind the enormous responsibility: after all, the projects are often related to security of the EU or NATO members, they are of great help.