One Stop Hiring: Combining Psychometric Assessments and Applicant Tracking Systems

Steve Williamson, VP Digital Marketing and Content, eRep, Inc.
Monday, March 5, 2018
One Stop Hiring: Combining Psychometric Assessments and Applicant Tracking Systems

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One stop shopping. We've all heard the phrase and appreciate its value. We save time and energy and money because it is efficient.

It's time for a new phrase:

One stop hiring.

Practically every job board or hiring platform offers an Applicant Tracking System, or ATS. Little differentiates one ATS from the next, as they all perform the same core functions. Applicants are entered into the system by hand or fed via API from the job boards, they are ranked, and the status of their progression through the hiring process is tracked from initial contact to interview to a hiring decision.

Applicant tracking systems should be considered mandatory in the hiring process. On average, it takes U.S. companies 52 days and $4,000 in hard costs for every hire. ATS systems help reduce these time and monetary costs, but they don't go far enough.

Psychometric assessments like Myers-Briggs, DiSC, and others, have grown in favor over the past decade, and even get high praise from thought leaders like Ray Dalio in his book, Principles:

"[Psychometric assessments] are far more powerful than traditional interviewing and screening methods."

What if you had a one stop hiring tool that integrated psychometric assessments with an ATS, so you could not only track applicants based on where they are in the screening process, but rank them on suitability for the role based on their objective psychometric assessment score?

Measuring Psychometric Assessment Accuracy

There are several well-known psychometric assessments available. Many people have made a good living providing consulting and training services around them. Marketing hype and name recognition abounds, but how do you measure the effectiveness of these assessments using hard, objective data?

One of the most accurate ways to measure assessment effectiveness is repeat reliability. If you take an assessment at age 18 and again at age 48 or even at age 80, how close will your scores match up? If the assessment is 100% accurate, the scores it presents at each age will be the same. This is called repeat reliability.

I will cut to the chase:

The Core Values Index assessment, or CVI, has the highest repeat reliability score of any psychometric assessment available today, exceeding 97%.

The nearest competitor barely cracks 70%.

If that wasn't evidence enough, the CVI through further sets itself apart from the competition by being integrated with the eRep Applicant Tracking System. It is an extremely powerful yet easy to use system that gives the smart organization tremendous capability and efficiency in the hiring process.

Here is an example of how the process works.

Acme Data Systems, a fictitious company, is looking to hire a new Scrum Master for their development team. The first step is to call eRep and schedule a Top Performer Profile™, or TPP.

A TPP is a profile of the position that defines its primary and secondary responsibilities and translates those characteristics into an ideal CVI score. It is an objective measurement and set of dimensions for the role.

Acme Data Systems then uses the eRep job listing platform to post an ad and get applicants. When each applicant clicks the job listing ad, they are automatically entered into the eRep Applicant Tracking System. The applicant takes the CVI — an 8 minute process — and their score is logged.

Here's where the power takes place. Acme can view their ATS status for the Scrum Master job listing and see the list of all applicants. The eRep platform compares each candidate's CVI score to the TPP for the role and ranks them into three groups based on suitability: High Recommend, to Low Recommend, to No Recommend.

Acme's HR department or hiring manager doesn't have to conduct any psychometric assessments, as this occurs when the applicant takes the CVI. This not only saves Acme a lot of time and money, it provides unbeatable accuracy (97%+) at matching candidates with the role.

Let's carry the example further. The hiring team at Acme selects 3-6 candidates from the High Recommend group in the ATS and invites them in for interviews. Keep in mind that at no point up to now did Acme staff have to review resumes. The CVI and TPP comparison tool within the ATS screens out candidates who's hardwired nature isn't aligned with the role.

The goal of this process is to put the right people into the right seats. The accuracy of matching candidate CVI scores to the Top Performer Profile of the position is how this is accomplished. The eRep ATS integrates the screening process to make the hiring flow as efficient as possible.

The end result is that Acme Data Systems has efficiently found candidates, screened them using the most accurate psychometric assessment on the market, and streamlined the selection process with an integrated one stop hiring system.

The end goal is to put the right people into the right seats, and there is no better way to do this than using the eRep CVI, TPP and ATS integrated platform.

Contact eRep today to find out how you can harness the power of one top hiring.

Go to to learn more about the CVI or to take the Core Values Index assessment.

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Steve Williamson

Steve Williamson

Innovator/Banker - VP Digital Marketing and Content, eRep, Inc.

Steve has a career in project management, software development and technical team leadership spanning three decades. He is the author of a series of fantasy novels called The Taesian Chronicles (, and when he isn't writing, he enjoys cycling, old-school table-top role-playing games, and buzzing around the virtual skies in his home-built flight simulator.

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