Adding value to recruitment and selection using both Scientific and Interpretive approaches is common practice and is a great use of psychometrics. However, information provided in either approach should not be how decisions are made, interpreting a report as the desicion-making tool would be considered misuse of the tool. There are many reasons why psychometric instruments should not be used as the decision making tool.
Firstly, it describes a person’s most common natural style, it doesn’t mean they can’t or wouldn’t be able to perform well. Additionally, there are many aspects of a person beyond personality that are equally or more important.
For example, if your organization communicates in a particular language, and the candidate doesn’t speak or read that language, their natural style will be of very low importance compared to the language barrier. This is a simple example, however there are always many other factors to consider than just personal style so these tools should always be used only as an additional piece of information.
Proper use of any psychometric tool is to provide the recruiter/interviewer with prompts to begin more explorative and purposeful interviewing to help make a more informed hiring decision – not to ‘make’ a decision.
Important Note The information contained in REACH reports describes certain behavioural preferences and tendencies derived from the participants’ self-reporting. While such patterns of behaviour tend to be consistent over time, these can change based on circumstances beyond the scope of what has been measured by this survey. Therefore, this information does not represent a comprehensive measure of psychological traits, nor does it claim to represent a prediction of future behavior. No part of this information is intended to convey a psychological, medical, or psychiatric evaluation, and in no way is this information intended to convey an evaluation of employability. This information is intended to provide insight that is useful in coaching, team-building, and other aspects of professional development and training. No employment decision should be made based, in whole or in part, on the results contained herein, and no indication of suitability for employment should be inferred or implied based on the REACH Survey