Understanding the Value of Psychometric Tests

Psychometric Test

Are you an HR challenged with selecting the right person for the job? Do you want to address attrition by hiring people who would be a good fit for the job opportunities in your company?

A psychometric test may help you!

What are psychometric tests? Psychometric tests are standardized methods used to measure behavior and mental capabilities. This employs the use of the scientific method together with statistical and other principles for objective measurement. In different industries, psychometric tests are used to evaluate a candidate’s fit to certain roles. Certain roles require specific cognitive, comprehension, and personalities so that the person assigned to it can deliver with maximum effectiveness. A standard psychometric test allows an employer or assessor to uncover certain traits that match those. These pieces of information are usually difficult to extract using face-to-face interviews.

Should psychometric tests be a sole basis for hiring? No. The recruiter still needs to identify and ascertain other factors before facilitating a psychometric test. There are still a lot of other requirements aside from personality, cognitive ability, and comprehension. Recruiters still need to review the candidate’s resume, conduct an interview, and do background check.  While the psychometric test can provide good information about the potentials of an individual, it can never check a candidate’s work history and analyze gaps that may indicate their fit for the role or otherwise. Some companies also have specific skills tests that provide objective data on the candidates’ abilities.

Does everyone agree that a psychometric test provide a good barometer for job fit? Not everyone does. But it is worth looking into. We have to take into account that psychometric tests are examined statistically so they are built through an objective process in order to gain unbiased results. Because everyone is presented with exactly the same questions, the method offers a very good chance of providing reliable data from your response group. The information gathered is predictive of a candidates’ potential performance in the job.

Our final verdict. There is no single approach that can be considered best in selecting from prospective candidates. Even the traditional one-on-one interview has its own limitations and downsides.  A combination of a few proven approaches may really benefit you in making sure that you secure the best candidates for the job. This means that there is value in looking into psychometric tests for evaluation.

To know more about how you can select the best candidate for your company, you may also want to check our premium e-Workshop on Recruitment and Selection in the New Normal.

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Posted in Features.

3 Comments

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