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Anyone working in the hiring & recruitment department would know the importance of suitable personality traits for jobs. Only experienced personnel can predict with some degree of accuracy, the nature and skills of candidates in a couple of rounds of interviews and even they can’t be right every time. Thus, not only new recruiters, but experienced personnel too opt for tools to get a sense a candidate’s ability. Psychometric personality tests are one of the most elected options to assess candidates. Before discussing the importance of psychometric tests in organizations we will understand a few specifics about psychometric tests.

What do psychometric tests measure in candidates for an organization?

 It is important for an organization to know what traits of a person the test can measure in order to select the candidate. In our previous blogs, we have mentioned the definition of psychometric tests. In short, psychometric tests help an organization understand the personality of a candidate. On the basis of the results, organizations make a decision of hiring candidates or not.

 Secondly, psychometric tests help recruiters understand the ability/ aptitude and personality of candidates. These results help organizations analyze candidate profiles and decide their suitability for job roles. It is important to have a candidate who fits the required traits necessary to execute the job to ensure the organization meets its goals and objectives while working in a peaceful environment within the organization.

Let us dive into the importance of psychometric tests in organizations:

No more dependency on interview rounds:

 We are not saying that interviews are not necessary, but along with the results of psychometric tests, organizations can make a wise choice for the vacant job roles. At times candidates might have skill-sets that match a different position than they applied for. In these scenarios, psychometric tests work like a charm.

Time & cost-efficient:

 Time and cost fall under the umbrella of the most important factors for organizations, during the hiring process. Psychometric tests save both time and cost. If an employer administers psychometric tests in the initial rounds of the recruitment procedure itself, it saves the manual effort of the HR department along with countless hours of mindless trawling of resumes. With psychometric tests, organizations can identify top-notch candidates for the job role out of the mountain of applications.

Identify natural instincts of candidates:

 Almost everyone comes well prepared for the interviews. Neither, the candidate nor the employer can predict the direction of the interview. Also, it is hard to identify the traits of a person in one meeting. Personality tests are important for organizations to identify natural instincts and traits of candidates.

These tests drive a difficult game that results in 80%+ accuracy in the output. They showcase the qualities, strengths, weaknesses, and decision-making abilities of the candidate. This output helps an employer select appropriate candidates.

Useful at any stage of the application process:

 Irrespective of the type of position, psychometric tests are useful at any stage of the application process. While it is suggested to administer the tests in initial rounds, they can be used at any stage as per the size of the company. They can be divided into multiple sections throughout the day. Some organizations verify the results by administering the tests in the initial as well as the final round of the interviews.

Sustainability of recruitment procedure:

 Hiring is a difficult job divided into multiple folds. With psychometric tests and their output, the initial rounds are secure and effortless. The application of psychometric tests in interview process removes a few irrelevant factors such as referrals, favoritism, unconscious bias, gender skewness, etc.

Apart from the above-mentioned use-cases, psychometric tests also help organizations maintain a healthy environment between peers and management.

 Psychometric tests are not only about the qualification, experience or knowledge of the candidate but also the skills, personality traits and natural instincts of the candidates. Thus, it is important to be wise when choosing psychometric tests.

Top psychometric tests you can choose from:

 9 Links:

9 Links provides online and offline psychometric tests to ensure organizational development. These tests help to assess skills relevant across the roles in organizations.

Swayam Analytics

Swayam analytics provides psychometric tests based on decades of research allowing organizations to obtain 99% accuracy in the analysis.  

Merit Trac:

Merit Trac help recruiters to automate the examination process from the initial stage of the interview to administering the tests and digitally evaluating the results.