In this episode, Karen Kirton explores how pre-employment assessments—often referred to as psychometric assessments—can significantly improve hiring decisions and reduce bias in the recruitment process. With research showing that traditional interviews alone are poor predictors of job performance, she explains why incorporating assessments can increase hiring accuracy by two to three times.

In today’s episode, you will learn about:

• Why interviews are unreliable predictors of job performance due to bias and impression management.
• The role of psychometric testing in improving hiring outcomes by assessing cognitive ability, integrity, and behavioral fit.
• How research shows that structured, behavior-based interviews combined with assessments provide much better hiring outcomes than interviews alone.
• The types of assessments that are most effective, including cognitive ability and integrity tests, while also discussing the limitations of personality testing.
• How small businesses can access assessments without large-scale subscriptions and why they should view these tools as a cost-effective investment in long-term hiring success.
• The importance of balancing assessment results with structured interviews and practical work tests to get a complete picture of a candidate’s ability.

This episode offers practical guidance for business leaders looking to make smarter hiring decisions, reduce turnover, and build strong workplace cultures through better recruitment strategies.

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