In the dynamic work environment and ever-changing needs of the industry, it is imperative for organizations to improve and enhance recruitment strategies such as pre-employment screening of candidates. The traditional means to screen applicants such as group discussions, panel rounds with industry experts, and basic subjective tests have taken a backseat. Organizations are adopting better and cost-effective recruitment assessments to hire candidates. Some of them are psychometric and aptitude tests.
These assessments help in gauging essential factors such as personality traits, emotional quotient, cognitive capability, communication skills and critical thinking.
Psychometric tests can be better understood by the psychometric theory that revolves around personality and behavior. Personality is what we are while behavior is what we do. Apart from that, these assessments measure potential candidate’s intelligence, intended behavior, skills, and competencies to perform the job effectively.
To understand the key differentiating factors of aptitude test vs. psychometric test, it is essential to understand what these tests are and how they function. While this section elaborates on the nuances of psychometric tests, you will find more information on aptitude tests in the following section.
This is a part of the human personality that comprises positive personality traits. The latter are quickly noticeable and can enhance job performance. The bright side of the human personality is based on the Big five personality traits:
This is a part of the human personality that exhibits stable traits of a person when triggered and leads to the display of undesirable, destructive, and counterproductive behavior.
Some of the dark personality traits are listed below:
Cognitive abilities comprise intelligence and the ability to understand, comprehend, and take decisions pertaining to any activity.
These abilities are divided into two categories:
These are additional factors to the dark and bright sides that act as catalysts and affect the intended human behavior. These factors are segregated into 3 components:
The broad umbrella of psychometric tests is divided into two prime categories.
And there lies the key difference between psychometric and aptitude test. While psychometric tests include the following varieties, aptitude tests are a part of those varieties.
The most effective types of psychometric tests are:
The most prevalent tests under this kind of psychometric test include MBTI (The Myers Briggs Type Indicator), 16 PF Questionnaire (Sixteen Personality Factor Questionnaire), and DISC tool (Test of Dominance, Inducement, Submission, Compliance).
The most prevalent tests under this category measure verbal reasoning, numerical reasoning, logical reasoning, abstract reasoning, etc.
Psychometric tests are highly customizable and prove to be helpful as exclusive leadership assessments, sales skills assessments and behavioral tests to gauge professionals on role-specific competencies.
Psychometric testing equips employers with a holistic overview of candidates’ desirable and undesirable traits, behaviors, reasoning and abilities. Employers and recruiters then use this overview to take relevant people decisions around hiring, L&D (Learning & Development), succession planning, leadership development and high potential identification.
Although psychometric tests hold multi-faceted benefits, many experts opine that these tests are best administered in unison with other selection methods, such as domain assessments, interviews, etc. The results from psychometric testing and intriguing insights from other means of assessments such as role-play exercises, interviews, recruitment presentations, etc., together can provide a holistic overview of the candidate’s suitability for a role.
Aptitude tests are a type of psychometric assessment that help recruiters evaluate candidates’ cognitive prowess and mental potential. As described in the earlier sections of this blog, aptitude tests help measure cognitive abilities and a range of skills including language comprehension, logical thinking and numerical ability.
Furthermore, aptitude tests are essential to assess candidates’ employability and gain meaningful insights into their aptitude.
Here are a few more free aptitude tests for you to practice: https://www.practiceaptitudetests.com/.
|Evaluate the candidate’s critical thinking ability, personality traits; and behavioral competency in performing the job.
|Measure the candidate’s ability to perform, learn and succeed in the roles for which they are aspiring.
|They are based on proven theories and statistical analyses and cover a variety of assessments including aptitude tests.
|They are based on two vital components of human reasoning: Fluid intelligence and crystallized intelligence.
|These tests have a broad spectrum of applicability. It comprises various tests that have different roles to examine candidates. For example, Aptitude tests evaluate the candidate’s ability to perform a complex job. Personality tests help recruiters in understanding the person’s suitability for the job role.
|These tests offer flexibility toward measuring different types of intelligence, predicting practical outcomes for academic performance, vocational training performance and job performance.
Mercer | Mettl offers several psychometric tools to assess a candidate’s potential and fitment for the required job role. You can use these tools to source, acquire and retain the best talent in the organization.
MPI is an innovative personality testing tool designed to evaluate the person’s strengths and growth opportunities. It helps in gauging critical work-relevant personality traits.
MPP is an evidence-based and innovative assessment that measures the relevant personality traits required for critical work. Besides that, it helps in predicting behavioral competencies that lead to organizational success.
This is a psychometric tool that assesses negative personality traits in potential and existing employees. Workplaces should start using this tool as there has been a growing hike in work pressure and subsiding patience among employees.
MMI a comprehensive motivation test that gives an insight into what drives a person to efficiently perform at work.
To explore further psychometric testing tools and aptitude assessments, refer to the links below.
Hiring the best and most skilled talent has become the top priority for organizations. They are leaving no stone unturned to improvise their recruitment strategies. With the explosion of job opportunities in the market, candidates have better alternatives to switch their job instantly. Hence, talent acquisition firms are making all possible efforts to recruit the deserving candidate by conducting behavioral assessments such as psychometric and aptitude tests. Both these tests enable recruiters to identify the candidate’s mental abilities and the required skills to undertake the job responsibilities successfully.
There is a vast evolution in recruitment and selection methods. Companies are going the extra mile to train the existing resources and prepare them to handle leadership roles. They are investing substantial resources into leadership development and succession planning for overall organizational growth. So, pre-employment tests are a great way to add a just and fair approach to your recruiting process.
Originally published March 30 2018, Updated February 26 2024
Skills assessment tests are used in the recruitment process to determine if a candidate possesses the necessary skills (analytical, technical, interpersonal, etc.) to thrive in a job role. Skills assessment tests are an essential component of recruitment today.