In a number of industries, psychometric assessment is a part of multiple recruiting procedures. The choice of relevant tests to be conducted depends on the expertise of the applicants, their skills as well as the traits and behavioural requirements that are necessary for them to succeed in that position.
The main purpose of psychometric tests is to identify behavioural characteristics and personalities that cannot be easily monitored during the interview. The other kind of psychometric evaluation takes the form of a skill or ability evaluation. All of these tests can give you objective data for subjective assessments, allowing you to make an unbiased decision.
In brief, a person’s mental and psychological bent are the key elements for determining his/her performance and fitness for any given role.
Psychometric assessment meaning
The term ‘Psychometry’consists of two roots – psycho + metrics.
The term “psycho,” which refers to the study of behaviour and mind, originates from the word psychology. Metrics means that which measures, and which are valid and trustworthy. Therefore, the word psychometric denotes psychological assessment theory and methodology.
Psychometric evaluations are mostly used to examine the quality of potential workers, including personality profiles, questions on motivations, reasoning, and competency analysis.
How is a psychometric test adding value to the hiring process?
Psychometric testing was once a lengthy method that required candidates to attend an assessment centre and utilize pen and paper physically. Through the advancement of technology, psychometric test questions and answers may be administered online by making it easy to incorporate into each recruiting step by taking specific questions, adaptive technology and even artificial intelligence.
Psychometric evaluations are based on psychological research and give an objective, data-driven, and science-backed means of assessing talents, skill sets, and behaviours. They provide value to the recruiting process by lowering employee turnover and minimizing the time spent interviewing individuals who are not qualified for the position.
The following are the top five reasons why recruiters count on psychometric test results to improve their hiring procedures.
- Shaping recruitment strategy:- Psychometrics should operate along with other techniques that you employ, as part of your recruiting strategy. Psychometric testing may be quite useful in complementing more classic recruiting approaches as part of your recruitment strategy.
- Fair for the candidate as well as you:- Psychometric test benefits also allow candidates to appraise themselves more effectively. Although their personality has truly fit your organization, you may also be able to leverage the candidate’s newly discovered talents for the organization’s benefit. This may be a win-win situation with psychometric evaluations.
- Reduces the chances of ‘gut feeling of hiring’:- Human instincts are generally good at making recruitment judgments, when they are completely unbiased, but these decisions are not without its hidden pitfalls. Unfortunately, in most cases, biases do colour hiring decisions, leading to costly repercussions. Psychometric tools provide you better outcomes because of the objective assessments as well as unbiased reporting that it is built for. Psychometric assessments enhance recruiting uniformity by eliminating unreasonable and partial judgments.
- Evaluating more than qualifications:- To some extent, education is worthwhile, psychometric assessments can help bridge the gap by preventing you from getting a comprehensive picture of what your prospects can do in the workplace. On the other hand, an additional feature of employer psychometric evaluations is that they may show you whether an applicant is overqualified to fulfill the position.
- Saves money and time:- Psychometric evaluations can save time and money for companies. You will enjoy efficient filtering approaches such as psychometric tests if you’re active or have a company with strong job competitiveness and thousands or hundreds of candidates apply for their employment. The costs of faulty hiring can be manifold, from the actual hiring to adverse implications in the environment to damage of image in professional circles. Psychometric testing can reduce all these negative costs considerably and improve employee retention and higher cohesiveness amongst employees in the long run. This in turn, has implications for the bottom line as well as top line of any company.
Precisely for that reason, psychometric assessments are an important element of every successful recruitment process. Before confirming any decision, we at Swayam believe in gathering insight from these important factors.
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