Sectors
More and more corporate organisations are facing specific skills shortages for technical positions. To this end Employers are being forced to think outside the box and recruit from either outside their own specific industry or relay on re-training programs for graduates without the specific skills and experience they require.
In these circumstances, employers are now looking for ways to minimise the high risks associated which such a recruitment strategy. To this end, psychometric assessments are becoming more valued because any information that helps people make the ‘right’ decision has become more valuable.
The most likely reason for this would be an increase in the potential cost/difficulty to the company of the removal of unsatisfactory workers, and, therefore, the generally increased importance of getting initial selection decisions right. |
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Constraints on employee dismissal may vary both between companies (with one obvious proxy for this being union penetration) and between employees (depending on the nature of the contract awarded): but may also change over time within a whole country as a consequence of e.g. employment legislation. In this situation HR departments are more likely to advocate test use in the majority of situations because the cost of incorrect hiring decisions has increased.
Industries where there is a high cost of training in the initial 6-12 month period from employment will also tend to use tests more frequently in order to minimise the risk of failure in the recruitment process.
