PSYCHOMETRIC TESTS FOR RECRUITMENT & SELECTION

 



PSYCHOMETRIC TESTS FOR RECRUITMENT & SELECTION


Psychometric exams are used in development, recruitment, and selection. The psychometric tests offer a fair and impartial means to evaluate various characteristics, including personality traits, cognitive capacity, soft skills, critical thinking, and behavioral style. In hiring and development procedures, psychometric testing for recruitment is frequently used to assist recruiters in selecting the best applicants for job applications or promotions based on how closely their personalities and cognitive abilities align with those needed to succeed in the position. (Inglethorpe, 2021)


Types of Psychometric Tests

There are two types of Psychometric tests, Personality questionnaires & Aptitude tests. Personality questionnaires evaluate aspects of an individual's personality whereas Aptitude tests evaluate an individual's intellectual and reasoning abilities. (Swain, 2021)

Benefits of psychometric test 

Effective recruitment cost & time: By introducing psychometric tests, companies can eliminate unsuitable candidates from the beginning or entry point of the recruitment process which would save time and cost. 

Reduce bias hiring: The robust method provided by psychometric tests is free of bias. candidates will be recognized for their talent, skill, Intelligence quotient, and Emotional intelligence.

Effective hiring decisions: increases the rate of retaining employees by making better hiring selections

(Morris, 2021)

Types of Psychometric Tests used by businesses

The Myers-Briggs Type Indicator (MBTI): This tool was founded by Katharine Cook Briggs and Briggs Myers in the 1940s. MBTI measures psychological preferences related to how people view the world and make decisions. Employers use the MBTI to better understand the personalities of their candidates since it might indicate jobs that would be a good fit for a person's personality type. (Green, 2022)

Numerical Reasoning: This kind of test is used in order to hire candidates with mathematical skills to perform a job role that would require high mathematical skills such as a banker. (Green, 2022)

Analytical reasoning: This exam is used by employers to assess a candidate's capacity for comprehending complex material and for recognizing connections among various kinds of information. (Green, 2022)


references 

Inglethorpe, R. (2021) What is a psychometric test?: Psychometric Testing for recruitment, What is a psychometric test? | Psychometric testing for recruitment. Clevry. Available at: https://www.clevry.com/insights/what-is-a-psychometric-test (Accessed: December 3, 2022). 

Swain, R. (2021) Psychometric tests, Prospects.ac.uk. Available at: https://www.prospects.ac.uk/careers-advice/interview-tips/psychometric-tests (Accessed: December 4, 2022).

Green, R. (2022) The 10 most common psychometric tests: A list, Practice Aptitude Tests. Available at: https://www.practiceaptitudetests.com/resources/10-most-common-psychometric-tests/ (Accessed: December 4, 2022).

Morris, J. (2021) Psychometric tests for recruitment: The Pros & Cons, Picked. Available at: https://www.picked.ai/magazine/psychometric-tests-for-recruitment-the-pros-cons/ (Accessed: December 4, 2022).

Comments

  1. Upul Samantha Disanayaka December 9, 2022 at 5:46 AM

    Yes, as you mentioned, when screening potential new workers, businesses might use a variety of techniques. Psychometric testing, which offers useful insight into a candidate's personality, is used to optimize the process by major consulting organizations like Deloitte.
    Furthermore, A company's leadership team determines how strong it is overall. Even the most effective departments can suffer from one poor employee, who can disrupt productivity, communication, and other factors.
    An underperformer may not always be an unmotivated worker; instead, they may simply not fit with the business culture or lack the qualifications for their role in terms of abilities or skills. Therefore, smart recruiting is a crucial component of business expansion.

    ReplyDelete
    Replies
    1. Tharaka De VisserDecember 10, 2022 at 10:23 AM

      Thank you and much appreciatedfor your valuable information.

      Delete
    2. Tharaka De VisserDecember 15, 2022 at 2:26 AM

      Thank you upul for the valuable information and I agree with your context. The impact toward an organization is huge if the wrong candidate is selected, there would be a waste of time and cost as businesses will have to re-do the recruitment process in the to pick the best fit candidates and this process would delay in achieving company goals. In order to selected the best candidate from the recruitment process, business will have to

      Specify your job posts
      Plan and structure your job interviews
      Conduct tests and assessments
      Properly communicate with applicants

      The formation and growth of a firm depend heavily on the HR Recruitment process, it is where the composition of the company lies. (Pore, 2018)

      Delete
  2. Nelushan GunewardenaDecember 9, 2022 at 8:40 PM

    A good choice of topic Tharaka. Adding to your points, Bateson et al., (2014) states that efficient and effective psychometric sifting tests require careful development and can incur significant upfront costs. However, they explain, the potential benefits are significant as there are large recruitment cost savings in such deployment, and the process will also produce very viable and high-value short lists of potential employees.

    ReplyDelete
    Replies
    1. Tharaka De VisserDecember 10, 2022 at 10:24 AM

      Thank you and much appreciatedfor your valuable information.

      Delete
    2. Tharaka De VisserDecember 15, 2022 at 2:33 AM

      Psychometric testing in recruitment helps businesses to discover more about the candidates in a short space of time, learn more about candidates’ preferred communication style, plan for the interview process to learn more about candidates, shift the team balance and make it more cohesive, ensure your candidates understand their strengths and weaknesses, dig deeper into the most suitable working environment for the candidate, plan towards management or make adjustments in management style (Sheena, 2022)

      Delete

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