Pre Employment Test (Psychometric Test) Insights – Why Interviews Are not Enough

Would you agree that your hiring decisions are only as sound as the facts on which they're based? The problem you have is that some experts say that over 30% of vacancies are embellished and almost 70% of job applications are too.

For the sake of discussion, lets suppose that you are ready to conduct a job interview and roughly half of the information you have from resumes and applications is accurate. The bigger problem is that you do not know WHICH half is the truth. Additionally, if you can not differiate between when applicants are telling you the truth or when they are telling you what they think you want to hear, then your probability of hiring the right person will continue to diminish.

That's why the most popular pre employment tests and psychometric tests have built in lie scales or distortion scores. Lie scales and distortion scores on employment evaluations are designed to let you know when applicants are trying too hard to tell you what they think you want to hear.

For example, if a candid applicant gets asked whether or not they've ever argued with their parents, then they are likely to say "yes," and move on to the next question. Someone trying to give what they think is the most desirable answer on an employment test may be inclined to say otherwise. They would assume that you might think they would plea with coworkers, supervisors or customers if they admit to arguing with their parents.

Lie scales and distortion scores on an employment assessment are designed to give you confidence in the accuracy of the information you receive. Interviews based on facts are more valuable than those based on fiction.