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Why and how to use Alva's psychometric tests in your recruitment process
Why and how to use Alva's psychometric tests in your recruitment process

Learn how to use Alva in the most efficient way

Kajsa Asplund avatar
Written by Kajsa Asplund
Updated over a week ago

Why psychometrics?

Design an efficient and talent centric recruitment process and find the candidates with the best potential and fit for your company and team.

Use the best methods and latest evidence to find people with high potential. Alva’s platform help you to evaluate talent, eliminate bias and drive performance.

With Alva's psychometrics you will:

  • Automate and scale your assessment process

  • Eliminate human bias and increase your hiring precision

  • Find hidden talent with high future potential

How to use psychometrics in your recruitment process

1. Identify what you are looking for

  • Select which Test profile that is suitable for the role you are hiring for. The profile will help you look for personality traits and level of logical ability that predicts success in that type of job.

  • Decide what level of fit the candidates need to have based on their Alva test results to move forward in the recruitment process - from 0% to 100%

  • Align any basic requirements needed (e.g., certain skills)

2. Assess all applicants using Alva psychometrics

3. Screen for any requirements needed for this specific position

  • Screen your candidates on the absolute requirements for the role you are hiring for. Great screening criteria are binary, such as having a driving license or a specific required certification. Avoid screening on grades or specific schools as these are less reliable

  • Consider if candidates not fulfilling the requirements could be interesting to look at for any other position not demanding these specific requirements

4. Candidate selection

  • Move forward with other methods predictive of performance on the job such as structured interviews, coding assessments or other work sample tests.

  • A good general rule is to have the more labour intensive assessments later on with only a few candidates. Both to save you and the candidate time!

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