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Why psychometric tests are great for recruitment

January 15, 2020 by Susan Paige

Each and every recruiter wants to hire the best candidate when it comes to their job vacancies and so they try to take the best recruitments process which will in turn help them to select the ideal candidate for the job.

Using the psychometric test can be the best idea here when it comes to job recruitment. This is because they not only check the candidate’s abilities but they do a lot of other positive things. When it comes to hiring, there are various kinds of psychometric tests that can be used and they check the quality of the candidates really well. Thus this is arguably the best thing when it comes to selection process.

Now the question is what exactly is the psychometric test when it comes to recruitment? Well, as it can be seen it is a kind of a set which contains some standard questioning system and they are always based on measurable norms. They mostly try to quantify the mental capabilities of the applicants and their behavioural style. They are also based on psychological and scientific research and results. They help the recruiter to find out whether the candidate is able to take the definite responsibilities that are required for the job role.

This testing process is considered to be a very powerful too when it comes to selection and recruiting process. Also the recruiter needs to know when and how to use this psychometric test because they must not encourage bias through this. The recruiters also need to fully appreciate the result that comes out after this test.

For different roles there can be some variations in the psychometric test to fit for the certain roles. So the recruiter also needs to ensure that they have chosen the right test for the vacancy for which they are recruiting people. When a psychometric test is conducted here are a few aspects that the recruiter can know about the candidate:

  • Their natural aptitude to figure out any kind of complex work.
  • Their well-defined spatial skills.
  • Whether they pay enough attention to the final details when they are working.
  • Their ability to do a test repetitively and accurately more than once.
  • Their ability to read, prepare and finely detail every possible documents.
  • Ability to focus on their work for long hours and that too without getting deviated.

This test also sees whether the candidate has some natural leadership skills like:

  • Whether they are mechanistic enough to thrive under some strict rules.
  • If they are organic enough to be spontaneous and organic about any challenge.
  • It also sees the democratic leadership in one who can work along with the team structure.
  • A delegate leadership which can help one to work behind the scenes as well.

They check the natural personality traits like:

  • Are they able to remain rational and cool leaded when they are under pressure?
  • Can they make some quick and effective decisions when they are under crisis?
  • Can easily talk to others and are naturally outgoing.
  • If they have innate desire to reach out to other people and help them.
  • This test also finds out whether one is naturally persuasive and if they can motivate and convince people for work.
  • Whether they can do varieties of sets of tasks in a single day.
  • Can be confrontational if necessary.

These are some major traits that this test tries to find out in an applicant and if they can identify most of these qualities in a candidate then they can think they are suitable for hiring purposes. But the recruiter must be able enough to interpret the test results accurately. Once the traits get matched in the test then one can take the candidate to the other level of testing process which can be a written examination or a face to face interview.

But again one has to be careful about the position where they are taking the candidates for. Like if one wants to fill up a vacant position in a hectic call centre of a very busy shop floor and sales centre then there are a few other things like being outgoing and to converse well with people are necessary traits for one to be a part of the job. So, the recruiter needs to give much attention to these details and see whether the candidate can thrive in a busy environment. Also the candidates need to know some admin functions when they are applying for these jobs.

When the company is deciding to use psychometric tests for their recruitment and testing process then they need some proper hiring managers as well. If not then one has to outsource the testing process and also need to ensure that there is an experienced consultant who can totally understand the requirements of the recruiter company and then analyse the psychometric test purpose for the recruitment process. But one also needs to keep in mind that no psychometric test is fool-proof and they can also sometime lead to some inconclusive and incorrect result; though it happens very rarely.

But the present recruitment scenario always indicates that this psychometric test is a much recommended one and it is also very reliable which can always try and find out what are the behavioural aspects of each and every candidate and whether they match the requirement of the job role. This is a test which can also find out the strengths and weaknesses of each and every applicant and then see whether it matches the job role requirement. 

The other best thing about this test is that no one can fake this test. There are many applicants who try and take some kind of untruthful and misleading ways when it comes to giving answers to any kind of job related written tests. But in case of psychometric tests, it is not possible. Hence, the recruiter remains confident that they can hire the right candidate through this.

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