Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
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, Aptitude, and Skill Tests.
These assessments help you in gauging the candidate’s essentials factors such as personality traits, emotional quotient, cognitive capability, communication skills, critical thinking, etc.
Psychometric tests can be better understood by Psychometric theory. The theory revolves around personality and behavior. Personality is what we are while the 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.
It can be equated as:
Now the factors that impact human behavior are explained below:
This is a part of the human personality that basically comprises positive personality traits that are noticed quickly and can enhance job performance. The bright side of the human personality is based on Big 5 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:
This is a psychometric test that assesses the person’s intelligence skills and assesses the person’s ability to understand, comprehend, and take decisions pertaining to any activity.
These abilities are divided into two categories:
These factors are additional factors other than dark and bright sides that act as catalysts and affect the intended human behavior. This factor is further segregated into 3 components:
|Psychometric Tests||Skill Tests|
|Evaluate the candidate’s critical thinking ability, personality traits; and behavioral competency in performing the job.||Measure the candidate’s skills, education, and knowledge in terms of technical know-how related to the job.|
|They are based on proven theories and statistical analyses.||They are based on the skill and the ability to perform the task effectively.|
|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 have a narrow spectrum of applicability and do not examine the candidate’s cognitive abilities and behavioral competencies. It is limited to a candidate’s basic, moderate, and advanced level skills required for a suitable job role.|
It offers a number of Psychometric tools to assess a candidate’s potential and fitment for the required job role. You can use these tools to retain the best talent in the organization.
A personality tool that is innovative and has been designed to evaluate the person’s strengths and growth opportunities. It helps in gauging critical work-relevant personality traits.
This 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 outcomes.
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.
It’s a comprehensive motivational test that gives an insight into what drives a person to perform at work efficiently.
For more details on Psychometric and Skill assessments, you can refer to the link.
Hiring the best and skilled talent has become the top priority for organizations. They are leaving no stone unturned to improvise their Pre-employment 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 Skill 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 the Recruitment and Selection methods. Companies are going the extra mile to train the existing resources and preparing 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.
You may also want to read: An Ultimate Guide to Psychometric Tests
Originally published March 30 2018, Updated August 23 2021
Working in the content marketing industry for 6 years, Surbhi has written interesting and creative content pieces on Digital Marketing, Technology, Human resource, Accounting software, Home decor etc. She shares her knowledge on several web-platforms like Digital Vidya, Pulse, and Social Media platforms. A mother of one daughter, she loves to spend time with family and pursue her creative stints such as sketching and singing.
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.