06. Use of Psychometric testing for selection
What is Psychometric testing?
Psychometric testing for recruitment is used in hiring and development processes, often with the aim of helping recruiters identify the most suitable candidates for job applications or promotions, based on the extent to which their personality and cognitive abilities match those required to excel in the role.
At present most psychometric tests are completed through online assessment platforms.
Types Psychometric tests -
- Aptitude tests - This is to find out learnings, problem solving and decision making capabilities of the candidates.
- Personality questionnaires - This is for assessing personal preferences, leadership styles and interpersonal styles of the candidate.
- Motivation and values questionnaires - Assessing cultural fit and sources of job satisfaction and commitment.
01. Early stage - At the early stages of selection to screen-out candidates who are likely to be unsuitable for the job.
02. Interview - Prior to an interview as a tool for facilitating interesting discussions around a candidate's profile.
03. Later stage - At a later stage, possibly with a second interview or as part of an assessment centre. You may wish to re-assess candidates at this point to confirm the results of earlier tests
Psychometric assessment in selection
- Psychometric evaluation should be viewed as only one of the means in the choice interaction, giving data according to a viewpoint that is not the same as any remaining pieces of the selection cycle.
- Selection decisions should not be based directly on the results of the assessment. The assessment should be used to highlight issues that need to be confirmed or disconfirmed through reference checking or subsequent interviews. I strongly recommend that people are not labelled on the basis of their test results but that the results be used as the basis for the development of questions to be put to referees and/or candidates in subsequent interviews.
- Competitors are educated regarding this ensuing really taking a look at process. All things considered, applicants don't pass or bomb the psychometric appraisal. The main case where applicants might pass or bomb the psychometric evaluation is when intellectual tests are utilized as a screening measure in large scale recruitment programs.
- If the assessment is for selection purposes only, we ask candidates to initiate the request for feedback and that they may do so regardless of the outcome of the selection process. We acknowledge that some candidates do not wish to know their results – particularly if they have been unsuccessful.
- Psychometric assessment reports are prepared against the competencies for a particular role, they should not be used for selection to another role where the competencies may differ. Psychometric assessment results have a shelf life, particularly those relating to personality style and preferences.
- Applicants reserve the option to attempt an appraisal again if applying for an alternate job. In the event that an evaluation has been directed in the beyond couple of months and the appraisal techniques utilized are pertinent to the client's necessities and the job requirements.
- Addressing potential risk within your selection and recruitment process
- Identifying employees who are a good fit with your organization, culture and the role
- Objectivity and unbiased assessment
- Test are created and assessed by a facilitated by an experienced team and subject matter experts to give accurate assessment
- Recognizing critical strengths and highlighting development needs within your talent pool (or yourself)
- Discovering potential within your talent pool for succession management
- Reducing employee turnover.
- Focus on the ‘bigger picture’ and strategy
- Initiative/proactive
- Driven to attain results
- Structured and logical approach to performing tasks
- Making informed decisions based on objective data
- Focusing on the customer
- Collaborating with stakeholders (colleagues, managers, vendors and customers)
Yes Dasun,
ReplyDeleteIn this scenario my opinion is the psychometric tests not always accurate. The applicants may not explore the real position and then answer questions may be dishonestly. Test anxiety can create a false negative – Results might be skewed and not representative if the candidate is a bad tester. So the organisations not to be depend on the psychometric testing at the time of recruiting the people .
Yes, it might not 100% accurate, but its a popular method in selection at the moment and not a bad method to discontinue immediately. Thanks for your valuable opinion Isuri.
DeleteVery Good topic. In the last few decades, the definition of a psychometric test has expanded from mental ability to include measures of personality, judgment, motivation and aptitude for a specific role. By identifying the correct test or tool and using them can bring a myriad of benefits to HR processes, from mitigating bias or filtering out candidates to increasing managers’ self-awareness which is more important in finance field.
ReplyDeleteYes, thank you for sharing your valuable thoughts regarding the topic piyumi.
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