Psychometric basically refers to the measurement of the mind and helps the recruiter to comprehend the mental state of candidate.
Unlike facets such as qualification, skills and expertise, experience, appearance and punctuality are easy to evaluate during an interview but the behavioural and personality traits of a candidate can be much more difficult to assess during short spam of an interview.
In recruitment process Psychometric testing can help in measuring various number of attributes including the person’s intelligence, critical reasoning, motivation and personality profile. It aims to provide measurable, objective data that can analyse the candidate’s suitability, perhaps provides a fair and accurate way of assessing a candidate.
What does Psychometric Testing do?
There are different types of tests but generally it’s been used to measure, how people differ or react in their motivation, values, priorities and opinions with regard to different tasks and situations. It can give the recruiter an idea about the candidate that whether they can acculturate the pressure and keep positivity or motivated in tough situations at job.
In terms of personality, the tests can give an indication of the working style done by a candidate and how they interact with both their environment and peers or fellow workers.
The tests are helpful in analysing the ‘unseen’ traits of an individual.
Importance of Psychometric Test:
Evolving our self in the new age of modern recruitment process, psychometric testing is one of the key element in recruitment industry that has often synergies between the recruiter and jobseeker when making an important hiring decisions. Other important aspects are
- Standardisation in Recruitment Process:
Psychometric testing adds a level of standardisation and objectivity to the traditional recruitment process by helping to remove the unconscious biasness in selection decisions and unstructured interview process.
- Improvising Assessment Process:
It helps in quantifying human behaviour and its associated impact on the bottom line which is one of the most difficult challenges in the organisation.
Correlating assessment and recruitment, results to the outcome such as job performance, turnover percentage, engagement and commitment.
- Branding Impact:
The use of standardised selection processes can create a powerful impact on employer’s brand. Candidates are attracted to modern recruitment and selection processes and they often notice the objective behind in approaching them to assess their capability, which is one of the key reason behind their satisfaction with the recruitment process.
- Shaping the HR Strategy Plan:
Quality data is essential in shaping an effective HR strategy. As when linked to individual job performance data, psychometric test results can produce lead indicators to help in selection, talent management, employee engagement, understanding organisational culture and succession planning with a high degree.
Bottom line is that if the organisations are serious about attracting and retaining the best talent they should take advantage of these tools rather than just rely on subjective selection methods.