You don’t need to use Psychometric tests in recruitment’s, but you must use these tests in talent hiring. Now how is that? Well psychometric tests are designed to find out the hidden talent in an individual which will be crucial for the company in the long run. Psychometric tests your Aptitude or Ability , designed in a way to assess your level of ability in a particular skill required for the role; they are strictly timed and typically involve verbal, numerical and logical reasoning. These are the most common yet proven form of tests that you will need in the selection process for hiring talents. The Personality Assessments and questionnaires assess your personality traits or preferred styles of working. These are usually timed and there is no such ‘right’ answer, however, they do require your honesty.

Ability tests and personality questionnaires are proven methods for assessing critical qualities for job success, such as solving problems, communicating effectively, ability to take decisions, being innovative and team working among others. It’s for these reasons that employers use such tests widely. A psychometric test aims to provide measurable, objective data that can give you a better all-round view of a candidate’s suitability and to what extent the candidate match to the role on offer.  It therefore provides a more objective and accurate way of assessing a candidate. Companies can consider what behaviours and abilities are required for good job performance. These are often described in terms of competencies. Competencies are a combination of types behaviours that lead to high/low performance in the role.

To measure competencies, employers use these tests, interviews, and other EQ assessment tools. During interview sessions facets like education, experience, appearance and punctuality are much easier to measure compared to the behavioural traits and personality which are more subjective and can be understood with situation testing only. It gives us hire’s an understanding into the candidates psyche. Mass Recruitment organizations often favor psychometric testing as a way of screening large amounts of candidates at the start of a recruitment drive. In this case, psychometric testing could help to drastically reduce the hiring manager’s workload, as it helps to swiftly filter a smaller pool of suitable applicants who have the potential to perform well in the later stages of interview. This especially can be used when you want to measure candidates ability for basic skills for example on numerical, verbal or logical capabilities for management trainees, customer service roles, data entry and administrative roles, entry level positions in technical roles, Information management etc. Psychometric personality tests also provide leadership, team building and profiling capabilities, understanding of the sales profile and the career limiters and detailer’s of a candidate.

The employers are also able to get an insight on the potential of the candidate’s performance in the future, their developmental needs and it increases retention when you hire right candidates for any role. Hence psychometric tests supports recruitment process with a more objective, robust alternative and proven method for assessing critical qualities in addition to panel and one to one interviews techniques. Harvard Business Review reports that roughly 18% of companies currently select utilising personality tests in the hiring process. According to a survey by SHRM, that number is growing at a rate of 10-15% each year. So as always these tests help the process of talent acquisition to be more impersonal and less judgemental.

Corporate HR career with companies like GECIS, Vodafone (HUTCHISON INDIA) and Raytheon etc. Has been an HR professional with more than 15+ years of Human Resource Generalist & Recruitment and head hunting in Corporate and CEO/CXO level. You can write to the author [email protected]