Hiring at volume doesn’t need to mean drowning in CVs

It’s a common concern for operational recruiters juggling multiple vacancies and high application volumes. On the surface, psychometric assessments seem like just one more hurdle in an already overloaded process. But the reality is counterintuitive: the right assessment, used early and smartly, can significantly reduce total hiring time, cut admin burden, and improve the quality of hires – all without compromising candidate experience.

Let’s unpack why psychometrics aren’t an extra step – they’re a shortcut to better outcomes.

From CV chaos to clarity

Manual CV screening is one of the biggest time drains in recruitment. Research from SHRM shows that hiring professionals spend up to 23 hours per hire reviewing resumes. When volume spikes, it becomes unsustainable.

Psychometric assessments offer a faster route to shortlist quality. By using cognitive and behavioural tests as an initial screen, recruiters can instantly surface the most suitable candidates. One study found companies using early-stage assessments reduced screening time by up to 60% while improving post-hire performance metrics.

Rather than manually reviewing 200 CVs, you may only need to review the 30 who passed the assessment – candidates who are objectively more likely to succeed.

Admin light, not admin heavy

Modern assessment platforms are built for busy teams. Features like automated invites, instant scoring, candidate tracking, and integrated feedback mean recruiters spend less time on logistics.

• Instant shortlisting – Candidate rankings are generated automatically.
• No manual chasing – Built-in reminders boost completion rates.
• Automated feedback – Candidates receive instant insights, reducing follow-up queries.

This automation translates into real time saved. Recruiters shift from low-value admin to high-value conversations and decisions.

Better candidate experience, not worse

There’s a fear that assessments might increase dropout rates. But candidates don’t disengage because of assessments – they disengage because of lengthy, opaque, and redundant processes.

Well-designed assessments are short (typically under 20 minutes), mobile-friendly, and clearly linked to the job. When paired with prompt feedback, they actually improve experience.

A 2023 study found that candidates who received feedback after an assessment were 4x more likely to apply again, even if they weren’t hired. And in high-volume campaigns, organisations using automated feedback reported significant improvements in candidate satisfaction scores.

More fairness, fewer mis-hires

Traditional hiring is often based on CVs and interviews – both of which can reflect bias more than ability. Research by the UK government found that ethnic minority applicants had to send 60% more applications to receive the same number of callbacks as white applicants.

Psychometric tools help level the playing field. Standardised assessments reduce bias and offer a consistent method of evaluation. At the same time, they improve quality of hire: companies using them report up to 30% reductions in first-year attrition.

Not just a tool, a process shift

Adopting assessments isn’t about bolting on another layer. It’s about changing the shape of the process: replacing slow, manual, and subjective early stages with fast, structured, evidence-led steps.

For operational recruiters under pressure to do more with less, this shift can be transformational. You spend less time screening and chasing, and more time advising, closing, and onboarding.

A smart first step

Psychometric assessments are no longer a "nice-to-have" or a late-stage checkbox. When implemented early, they become the foundation for efficient, fair, and effective hiring.

They don’t slow you down. They help you get to the right decision faster.

Key takeaways

• Assessments reduce CV screening time by up to 60% – Free up recruiter hours for strategic tasks.
• Admin-light platforms automate invites, scoring, and feedback – Eliminate low-value tasks.
• Feedback-rich processes improve candidate perception and re-engagement – Boost satisfaction and future applications.
• Standardised testing reduces bias and improves quality of hire – Make fairer and more effective decisions.
• The "extra step" replaces slower steps elsewhere – Save time across the entire hiring journey.