what are psychometric tests?
Psychometric tests are used to identify and analyse aptitudes and attitudes. These tests encompass a wide range of topics and include things like logical reasoning, personality type, and numerical and verbal reasoning.
Educators, clinicians, and hiring managers have found use for psychometric testing as it both provides insights into how a person may fit culturally within an organisation and evaluates their aptitude for certain subjects or tasks.
when to consider using psychometric tests.
Psychometric tests are often used in organisations for hiring. Hiring is one of the most time-consuming business functions and also one of the most important. A bad hire can cost your organisation a significant amount of money. Depending on the employee’s experience level, firing an employee and then finding their replacement can cost anywhere from 30% of their annual salary to more than 400%.
However, not every employee needs to complete a psychometric test in order to be hired. Here are a few specific situations where you should consider using psychometric testing.
It can be challenging to hire someone for an executive position without bias. Executives within an organisation have typically been working in the business world for a while and are very aware of the workplace politics that can affect hiring decisions. They also tend to be very skilled interviewees.
Psychometric testing can help you fill these roles that wield so much power and influence. It allows you to assess every applicant in a fair and unbiased way so you can find a candidate who can operate in the role at a highly competent level.
hard to fill/retain positions
Another use for psychometric testing is to fill roles that have historically had a high turnover rate. Whether a role is extremely fast-paced, overly repetitive, etc., it’s critical to find employees whose aptitudes match the role’s specific duties so they won’t get bored or burnt out.
Using psychometric testing, you can hone in on the right person for the role that you’re trying to fill and avoid endless turnover.
other applications for psychometric testing
Psychometric tests can also be used to help with training and development, team building, and career development. Tests can help uncover people’s aptitudes to learn new skills or technology. They can also uncover traits or skills that can help to prescribe a career path or progress.
types of psychometric tests.
Common examples include tests like Myers-Briggs Type Indicator or the Occupational Personality Questionnaire. These tests present applicants with statements and ask them to choose those that best align with how they behave or what they believe.
In the case of personality tests, there are technically no right or wrong answers. The post test report will provide you a deeper understanding of how this candidate looks to operate in the work environment and this might highlight some potential strengths or weaknesses in how they will integrate into this role or your organisation.
how to choose the right test for you.
Consider the following when choosing which type of psychometric test(s) to administer.
- What is your overall objective?
- What is the psychometric test measuring?
how to deploy psychometric tests into your recruitment process.
Once you’ve determined that you want to include psychometric testing in your recruitment process, here’s what to consider as you deploy them:
don’t use them at the start of the process
Testing is expensive and not necessary for every candidate. Speak with the candidate first and evaluate their skills before asking them to complete a test, which can take more than 30 minutes to complete.
clearly communicate to candidates why you are testing them
While psychometric testing is more common than it has been previously, candidates may be unfamiliar with the practice or concerned about privacy. Make sure you communicate with the candidate how the test will be used, who will have access to the results, and what you’re hoping to achieve by viewing their answers.
establish a baseline
The test results will be measured against standards that typically include a wide range of people. Make sure you also measure other employees within the organisation - this will help you understand the test report and is a good way of ensuring you are comfortable with the accuracy of the test.
hireful and psychometric testing.
At hireful, we use C-Me during the hiring process. All of our current employees have completed the test and we ask candidates to complete it as well to give us a better idea of how their skills align with our current team. If you’re interested in finding out more about hireful and psychometric testing, please schedule a 15-minute intro call with our team today.