Could psychometric testing be the answer to the teacher recruitment and retention crisis?
As we find ourselves amid a teacher recruitment and retention crisis, now is the time to consider how the rigidity of using a traditional application process is potentially eliminating and damaging the emerging talent pool. Who is being missed because of tradition?
In our research over the past few years, we have established that application forms are not favoured amongst the job seeking community. Candidates are time poor; application forms take time to complete, the process turns off potential applicants rather than enticing them to apply. CVs are conducive to a quick one-click-apply process and are favoured by recruitment agencies and candidates alike.
However, both application processes present issues. The person responsible for screening the application form or CV has a huge task and could be eliminating emerging and potential talent. What if the qualifying question or golden information doesn’t stand out as it should. It could be misinterpreted. Let’s not forget unconscious bias and discrimination. The fact is, if the person doing the screening is having a bad day, great talent could be lost.
Every applicant is different, that’s humans for you, we have differences, and we should be praised for that. Applicants shouldn’t be discounted from a process because the submitted application or CV doesn’t say exactly what the reader wants to see at the time that best suits them? Let them have their lunch first, they may be in a better frame of mind afterwards!
More application processes are aligned to AI screening these days. There is a lot of work to be done to assess the suitability and viability of this phenomenon in the education sector. However, there is merit in digging deeper into the individual’s suitability using more than just previous experience and resonating (exactly) with the requirements of the job specification.
Look past previous work experience (they may not have any) or the ability to complete an application form as per the recruiter’s specific requirements. How about focusing on an assessment of the core principals and values of the intrinsic characteristics required to be a good educator in the first instance?
We investigate psychometric testing as a recruitment tool and wonder why more education recruiters and schools aren’t doing it!
Psychometric testing can be a valuable recruitment tool in the field of education. Psychometric tests are designed to measure an individual's cognitive abilities, personality traits, and other relevant characteristics. When used appropriately, they can provide valuable insights into a candidate's suitability for a particular role in education.
Here are some ways psychometric testing can be beneficial in education recruitment:
1. Objective assessment: By adopting this approach, psychometric testing can provide an objective and standardised way to evaluate candidates. They can help identify the strengths and weaknesses of candidates, allowing recruiters to make more informed decisions based on data rather than subjective judgments. Identifying weakness during the recruitment process presents opportunities for development and progression at a later stage. Weaknesses can bring positivity to the overall selection process and shouldn’t be considered as a negative response.
2. Predicting job performance: The sector is suffering from individuals who leave the profession soon after qualifying, citing reasons including ‘burnout, underpaid, working hours’ as some of the key reasons. Certain psychometric tests, such as cognitive ability tests, can predict a candidate's potential for success in education. These tests assess critical thinking, problem-solving, and analytical skills, which are crucial for educators. By using such tests, employers can identify candidates who are likely to excel in the specific requirements of the job.
3. Assessing personality traits: Personality assessments can provide insights into a candidate's behavioural tendencies and work style. In the education sector, traits such as patience, empathy, adaptability, and communication skills are highly desirable. Psychometric tests can help identify candidates who possess these traits, ensuring a better fit between the candidate and the educational institution. This approach almost eliminates the need for previous experience or a CV to assess suitability. Schools and recruiters need to look beyond the CV or application form to work out who is the best long-term fit for the job.
4. Reducing bias: The suitability of an applicant shouldn’t come down to how the recruiter may be feeling at the time of reading the application. Psychometric testing can help reduce bias in the recruitment process. By using standardised tests, recruiters can minimise the influence of personal preferences, stereotypes, or unconscious biases. This can lead to a fairer and more equitable selection process, promoting diversity and inclusion in education.
5. Time and cost efficiency: Psychometric tests can streamline the recruitment process by quickly assessing a large pool of candidates. This can save time and resources for schools and recruiters, enabling them to focus their efforts on the most promising candidates. Recruitment delays in education are widely accepted due to clearance and vetting requirements, but the fact remains that candidates are lost during the waiting time. Perhaps there is an opportunity to trailblaze a new recruitment process whereby psychometric testing done prior to interview reveals the best candidates for the job. Start vetting at this point, then follow up with an interview and practical test later. You know they’re suitable for the role because the psychometric test proves the case. Trust the process!
Despite their benefits, it's important to use psychometric tests as part of a comprehensive recruitment process. They should be combined with other assessment methods, such as interviews, reference checks, and teaching demonstrations, to obtain a holistic view of a candidate's suitability for an education focused role.
Additionally, it's crucial to ensure that the psychometric tests used are valid, reliable, and specifically designed for the education sector. This ensures inclusion of the most relevant candidates and exclusion of the least suitable.
At a time when we must do something to improve the recruitment crisis in education, let’s look further than ‘passionate and dedicated’ individuals who look great on paper and focus more on pushing the potential based on proven metrics of successful educators who are the pillars of the education community. We want more of them!
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