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Discover This Month – June 2023

Traditionally the process of advertising for a vacant position means reading resumes and cover letters, from there determining with that information a short list of candidates and then a series of interviews to delve deeper into that information.

In this newsletter we discuss whether resumes and psychometric testing are required for certain roles.

While these types of tests are becoming more common they may not apply to certain work types and for others they can be essential.


How much more information do they provide an employer and what details can be obtained that can’t be uncovered in interviews?

Let’s look at the advantages of the different methods.

Read more….

Testing & Resumes

Testing and reading resumes are the two most common methods employers use to assess candidates during the recruitment process. Let’s take a look at the benefits of each one:



Testing involves using standardised assessments to measure a candidate’s cognitive abilities, personality traits, and other relevant attributes. These assessments are designed to be objective and consistent, which can help to reduce bias and improve the accuracy of the hiring process.


Here are some of the key advantages of testing:

  • Objective data: Testing provides information about a job applicant’s skills and personality characteristics which can inform hiring decisions based on data rather than opinions.
  • Predictive validity: Studies have shown that well-designed tests can be a great indicator of job success. This means employers can use them to spot people who are likely to thrive in a specific position.
  • Standardisation: Tests are standardised, all candidates have the same assessment in identical conditions. This makes sure everything is the same and cuts down on the risk of hiring bias in the interview process.
  • Time-efficient: Tests can be administered quickly and efficiently, allowing employers to evaluate a large number of candidates in a short period of time.


Resume Reading

Reading resumes involves evaluating a candidate’s qualifications, work experience, and other relevant information. This method relies on the candidate’s ability to present themselves in a positive light and the employer’s ability to make an assessment of the given written information. Interpreting resumes may be subject to biases based on factors such as a candidate’s name, education level, or previous work experience. Here are some of the key advantages of reading resumes:

  • Contextual information: Resumes provide valuable context about a candidate’s work experience, education, and relevant qualifications that may be useful in making hiring decisions.
  • Personal touch: Reading resumes allows employers to get a sense of a candidate’s personality and communication skills, which can be helpful in determining cultural fit. It offers an opportunity to dive deeper on aspects of past work
  • Cost-effective: Reading resumes is generally a low-cost option compared to testing or other assessment methods.
  • Easy to use: Resumes are easy to read and evaluate, requiring no special training or expertise.

Comparing differences

Differences between Testing and Reading Resumes

  • Objectivity vs. Subjectivity: Testing is designed to be objective, whereas reading resumes is inherently subjective and open to unconscious biases.
  • Predictive Validity vs. Limited Information: While testing is highly predictive of job performance, reading resumes may provide limited information that the candidate wants you to see and hides what they do not.
  • Standardisation vs. Customisation: Testing is standardised, while resumes are tailored to the individual candidate.
  • Time vs. Depth: Testing can be completed quickly, but may provide less depth of information than reading a resume and cover letter in detail.


Using testing and reading resumes are both useful methods for assessing candidates during the recruitment process. Combining them could give a very good view of the candidates ability to fit with your team. However, testing should only be used as a supplement to the recruitment process with more focus on discussing a candidate’s experience and how they handle different situations to gauge their skills and personality. Employers can get a better idea of a candidate’s abilities by using both methods to gain a more comprehensive understanding of a candidate’s abilities and qualifications. It’s important to note that psychometric tests should be administered and summarised by a professional recruiter or qualified practitioner.

Psychometric tests are a standard and scientific method used to measure individual’s mental capabilities and behavioural style. Psychometric tests are designed to measure candidates’ suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities). They identify the extent to which candidates’ personalities and cognitive abilities match those required to perform the role. Employers use the information collected from the psychometric test to identify the hidden aspects of candidates that are difficult to extract from a face-to-face interview.

Message from the CEO

As you can imagine we see hundreds of resumes and cover letters with the roles we advertise. As professionals, we review each one carefully, looking at the candidate’s skills, ability to learn new things, how well they fit with our company culture, and their personality, among other factors.

While testing can reveal more about a candidate’s personality, it does come with a cost – not just the monetary expense of the test and interpretation by a professional, but also the cost of the candidate’s time and energy.

While these tests are useful for certain roles, we believe that, for the most part, the best way to evaluate a candidate is by having a conversation with them and delving into their past experiences, particularly those that posed a challenge.

There is an art to reviewing resumes, reading between the lines, and interpreting what candidates showcase in their work history. As recruiters, we are professionals at evaluating resumes and matching them to your job description, coming up with a short list of candidates to interview, and expediting the entire process in a professional manner, making it as smooth and efficient as possible.

Recruitment can be underestimated as a service. If you are hiring and considering using psychometric or skills testing for your next hire please get in touch, this is something we can assist you with.

At Recruitment Central, we are committed to providing you with our expertise and guidance to help you find your next successful team member. With our many years of experience, we are confident in our ability to assist you.

I encourage you to get in touch with us here at Recruitment Central to discuss your recruitment needs.




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