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The Role of Psychometric Testing in Recruitment

In a previous article ( we spoke about the importance and ongoing challenge of attracting and retaining quality club/venue staff. An issue that is particularly relevant to the club and hospitality industry, at the moment.

A point that is raised, in relation to this, is, what role does psychometric testing play? Does it add value and what are the benefits?

Psychometric testing in recruitment refers to a variety of tests and tools that measure a candidate’s suitability for a role in your club or as a fit for your club in general. These tests can cover several different components and subject matter areas.

Psychometric aptitude tests measure a candidate’s abilities as well as their intelligence levels and help explore aptitude which pertains to numerical, verbal and logical skills to determine problem-solving and information processing speed.

Other psychometric assessments explore personality, behaviour and emotional intelligence to look at how candidates communicate and collaborate.

Psychometric assessments are said to help clubs make more effective and informed decisions in the hiring process, generating more information about a candidate, showcasing strengths and weaknesses and identifying potential progression opportunities for later on.

They also help compare and benchmark candidates in a way that is often difficult to do with other methods, such as interviews. By scoring candidates on set criteria, it becomes easier to distinguish standout candidates and shortlist the most promising ones more quickly.

Studies have shown that psychometric testing saves time and money while recruiting, and clubs have admitted to feeling more confident when choosing candidates having utilised such tests.

With all that said, more traditional assessment methods still have a place in recruitment. Psychometric tests on their own are not enough to inform all hiring decisions. Clubs can make the most out of their recruitment process by using psychometric testing alongside other traditional recruitment methods. And it’s crucial to ensure recruiting is performed optimally, given the costs of poor hiring. In fact, the cost of a poor hire doesn’t only relate to recruitment fees, training and loss of productivity - it can also have a severe impact on club morale and culture.

Whether your club or venue uses psychometric testing as a foundation of your processes, is contemplating it or doesn’t see any value in it, the point is to ensure you follow recruitment fundamentals. Whenever you are commencing a recruitment, selection and onboarding process in your club, you should seek to achieve the outcomes of:

  • Better employee alignment to your club’s values and goals

  • Focus and dedication to your club’s recruitment process

  • Team harmony, establishing better communications, knowledge sharing and job satisfaction

  • Higher retention and longevity of staff – lowering costs through the lessened requirement for recruitment

  • Enhanced customer service leading to member advocacy and repeat business

Recruitment and Onboarding is one of the modules covered in detail in the Club Managers Leadership and Management program. All of the twelve modules provide in-depth insight and practical application of topics, and you can target and tailor a learning solution to suit you and/or your club/venue.

For more information on the leadership and management modules go to


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