How the Trend to Conduct Psychometric Tests for Hiring/Promotion Has Started

psychometric tests

There are different trends out there that are making a great impact on the business world. You can see the industry getting revolutionised through different latest strategies and methods. You can find tests that are specially used by the recruiters to ensure that the business is growing at a rapid pace. Certainly the steering at different levels is in the hand of the staff members working in the business. Hence, it becomes even more important for the businesses to ensure that they have the best staff members working.

The focus of employers has recently been on psychometric assessment. The businessmen have realised that if a candidate has assets, qualities and good habits; he can learn and expand extensively and become an asset for the business. More and more organisations and businesses have started using psychometric tests.  They do so to help the recruiters to do the selection process and to assist them to get the right candidate. The employment of psychometric testing gives both large and small organisations a competitive edge.  Certainly it is apparent and you would agree to this that organisations want to know much more about job seekers in the current arenas. They want to discover their core competencies via the selection process. To be aware of such desirable core competencies is a great place for you to begin with.  In this way you can then better prepare for and practice psychometric tests such as that of aptitude tests and personality tests.

Certain interesting trends in organisation and industry design highlight that the compatibility between an organisation and employers has become, and is becoming, more and more vital.  Employers want the candidates to share similar characteristics as their organisation and they make use of psychometric tests to measure how the candidates they are examining fit with the organisation. It would be the ability to which the employer and employee is going to be able to fulfil each other’s needs.

Organisations have started assessing aspects such as general intelligence and of course personality traits via psychometric testing to cater an indication of person and organisation ‘fit’. It is recommended for the candidates to evolve job knowledge and to practice psychometric tests to positively present oneself as the ‘right’ person for the specific designation and job.  Actually the candidates have also realised that they have to work on their professional skills and they have to be prepared for the psychometric test. The organizations or recruiters will definitely try to know more about them and they do that through the instrument of psychometric device.

Present day Psychometric tests in simple words

Psychometric testing is a sequence of assessments and questionnaires that are used by the recruiters to measure a candidate’s ability, interest, personality, and aptitude. These tests have to be objective and that makes them so effective. Psychometric tests do not really depend on a person making use of their judgment or bias to score another person.  A proper test has to have three requirements. It should be standardized. Standardization means that the test is reliable. The test has to be consistent as possible for the test outcomes to be accurate.

The test has to be administered the same way and scored in the exact way.  It is also important and effective to keep the conditions as similar as possible at the time of administering the test. The second need is that the test has to be dependable.  The results of the test have to be consistent or the test is not right.  In case outside factors encourage the results of the test then the test is not at all reliable. The last need is that the test is a valid test. It means the test should assess what the test supposed to assess and not test for anything differently.

When actually you use psychometric test?

Psychometric tests are extensively used when you require an objective assessment of an applicant’s personality, aptitude, and even interest. A great time to conduct a psychometric test is during the time of job selection process.  Yes, these are the tests that may be giving during the application section as a manner of screening candidates for interviews. To determine someone’s motivation, values, ethics and reactions to their environments can be an effective and handy tool when evaluating an applicant.  Once you review the results of the test, you are going to be able to objectively determine the kind of person that you might potentially hire, as far as capability, personality, and interests.

What type of psychometric tests you can see today?

Ability/aptitude, Personality, and interest test are the most common tests that are given.   Ability and aptitude tests are made used to evaluate current or potential performance. These tests are scored on the basis of how a person reacts to a specific situation.  Ability and aptitude tests are often scheduled.  The most commonly used aptitude and ability exams are: clerical, Numerical, verbal, mechanical, spatial, and even abstract reasoning. Numerical exams most of the times evaluate a person’s ability in accordance with numbers and with mathematics.  It is the exam that uses tables, graphs, and mathematic equations to measure a person.  Then Clerical aptitude exams measure a person on their speed and correctness. It is a test that could be crucial to someone tackling in finances.  Verbal assessment is going to allow an employer to evaluate the level that an applicant can comprehend and understand. Spatial aptitude examines how well a person can mentally flip any type of two or three dimensional object. Mechanical aptitude measures how automatically inclined a person is. Abstract reasoning is a test that determines how well a person can analyse and interpret the data patterns and trends.

This personality tests evaluates characteristic traits. This test does not possess the right or wrong answers, but it can be put to use to enhance certain areas. Personality tests are generally given in the setup of asking a question and catering two answers to choose from. These tests tend to ask the candidates if they would rather do one thing or another. 

So, if you don’t know much about the psychometric arena then you can check out psychometric guide and get started!

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