In determining whether a candidate is suitable for a position, one need to look beyond the candidate’s CV and appearance. A stellar resume and solid working history are great indicators, but how can you be sure that your potential employee will thrive in your specific working environment?
Can you be certain he/she has the personality traits that the position requires? What if a candidate’s characteristics are in opposition to the duties he/she may be asked to perform?
Psychometric testing can uncover such hidden attributes through a series of aptitude tests and personality questionnaires. These tests are standardised, reliable and a very good indicator of both the calibre and abilities of your new potential employee.
It is also a good measure of how candidates fair amongst each other and their relative strengths and preferences. There aren’t right or wrong answers, and the tests are solely to determine a candidate’s strengths, likes and dislikes, ability to learn and assimilate new information and the like.
Why conduct psychometric tests for recruitment
Psychometric testing via a supply chain recruitment specialist can adequately gauge if your potential employee is fit for the task at hand. These tests can save a lot of time in a recruitment process.
They’re also excellent for getting to know a candidate beyond the resume. Such psychometric and aptitude tests are primarily done to ensure the company makes the right decision and considers all factors when selecting a candidate.
The candidate’s suitability to the company’s culture, his/her ability to work within a team as well as how a candidate would react in a situation, can be determined from the results of these tests.
Thus psychometric testing is a key component in the recruitment process. Assessing and appraising potential employees is a complex and subjective process. Get BiS Henderson for all your supply chain recruitment needs!
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