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Real-Value-of-Psychometric-Profiling-in-Human-Resources

Talent Assessment | 2 Min Read

Real Value of Psychometric Profiling in Human Resources

Introduction

It’s a challenge for every recruiter to ascertain and validate candidates’ skills and abilities before shortlisting them. Every company devises comprehensive strategies and follows an established process to zero in on the right talent – who will become part of its future workforce. 

It is a common occurrence that the selected people do not fit in the job role after they join the organization. At other times, people selected for a particular job profile eventually end up working in different profiles as they are better suited for them. And the company only gets to know about the challenge after an individual joins the company and spends some time there. Thus, it may be said that the recruitment process doesn’t lead to the intended results.

There are several reasons behind this mismatch:

  • Outdated hiring processes that do not include extensive assessment and mapping of candidates
  • Lack of awareness about the demands of the job roles and how a particular candidate would fulfill the company’s expectations
  • Lack of seamless and intelligent screening to shortlist suitable candidates out of the bulk applications
  • Lack of clarity on the precise expectations of a candidate
  • Lack of a competency framework that defines job and organizational competencies
  • Recruitment processes don’t consider candidates’ personality traits, aptitude and behavioral tendencies

Psychometric profiling tests can be the best enablers to overcome these challenges, considering the gaps between the recruited and ideal candidates. It helps companies select the right candidates with greater confidence. These candidates possess the right skill sets and competencies to help the companies achieve their desired goals.

What Is Psychometric Profiling?

Psychometric profiling is the process of understanding a candidate’s personality, behavioral style, and reasoning skills using a data-directed, objective, and structured approach. The main aim of profiling is to ascertain a person’s suitability for a job/role based on the needed psychological characteristics to perform well in that role. The data gathered from the psychometric profiling is subsequently used to unlock hidden aspects of the person’s suitability, which may not be apparent with a formal interview or discussion.

Psychometric profiling provides in-depth insights into someone’s personality and helps evaluators decide the right job profile for the particular candidate. Many organizations rely on this data-driven approach to screen applicants and gain a more in-depth perspective on how well someone will execute their responsibilities in a given position.

What is a Psychometric Profiling Test?

A psychometric profiling test is an analytical procedure for measuring an individual’s mental abilities and inclinations to gauge job and organizational fitment. The comprehensive report provides a detailed overview of different aspects of an individual’s personality. A company can base the report to decide on the job profile that matches an individual’s competencies. 

In organizations, psychometric profiling tests are used during hiring, internally and externally, to gauge whether candidates or employees are suitable for the given job profile. This is done based on the required personality characteristics and cognitive abilities. Psychometric profiling identifies the extent to which a candidate’s personality and cognitive abilities match those required to perform a role.

Psychometric profile assessments are usually undertaken in the preliminary round of the recruitment process. The questions are designed to measure various aspects of an individual’s personality. These questions don’t have right or wrong answers. They evaluate a candidate’s decision-making abilities, accuracy and other behavioral tendencies.

Psychometric profiling test can be of several kinds, such as:

Cognitive Skills

Cognitive skills define an individual’s brain’s functioning. The human brain is a repository of information, and we use it as needed. A workplace needs people with good cognitive skills because it helps them pay attention to details, interpret data and stay focused while working on the company’s specified goals.

Cognitive skills define:

  • How well the brain processes information
  • The attention span
  • Reading, thinking and learning abilities
  • The brain’s agility to retrieve the saved information
  • Understanding and processing new information

Cognitive skills are undeniably important as a person with good cognitive skills can easily focus on a single task for a longer duration. It doesn’t mean that it hampers their ability to multitask, but good cognitive ability ensures retaining the information from several sources at a time and processing them cumulatively. Listening and understanding information is easy for a person with high cognitive skills. Cognitive skills are directly related to an individual’s productivity and performance.

Personality Traits & Behavior

These two aspects of an individual majorly influence their overall performance. Personality traits are lasting characteristics inherent in an individual that does not change despite changing circumstances or environment. A close assessment reveals that every person has a pattern of thoughts and behavior. 

Conversely, a person’s behavior is about how they deal with things around them. It includes the way they say or do something. Traits are long-lasting, whereas the behavior can be changed to a certain extent, with effort.

The assessment of personality traits and behavior becomes extremely critical because it clarifies that the person can assume a particular job role with enthusiasm and motivation.

Behavioral assessments help depict the following about people:

  • Their motivation levels
  • How they think
  • How they relate to others
  • How they make a decision
  • How well they fit into the existing organizational culture

The role of psychometric profiling assumes enhanced importance because some traits in the individual’s personality are not reflected clearly in other types of online or offline assessments. 

Cognitive and behavioral assessments provide a degree of predictability about a person going to join the company’s workforce. It helps the HR department to deploy them in the most appropriate job role based on their abilities. 

Psychometric profiling tests have well-crafted questions. The candidate’s response offers a clear picture of their suitability for the job role.

How Psychometric Profile Assessments Lead to the Right Employees

Psychometric profiling tests are a genuine measure of an individual’s abilities and traits. However, these psychometric analysis tests are designed to examine candidates statistically. Therefore, they remain unbiased and objective in the outcomes.

Every company struggles while hiring the right employees, with the needed skills and abilities to ensure a workforce with talent and drive to deliver on desired goals. This is where psychometric profiling tests come into the picture as the answer to make the hiring process more intelligent and result-oriented.

The key role of psychometric profiling, along with assessments, is to make well-informed decisions in workforce recruitment, selection and development.

It is not easy to decode a person’s inherent abilities. However, when we analyze an individual’s cognitive, behavioral and personality traits, it becomes significantly easier to gauge their abilities and categorize them accordingly.

Psychometric profiling tests help discover people’s underlying temperament or working style that is not visible in traditional assessment processes. Psychometric profiling is a must to differentiate people or assess an individual or understand whether they are introverted or extroverted. These characteristics help identify and explain the consistencies in an individual’s behavior, helping determine their suitability for a particular role.

Moreover, these psychometric profiling tools help determine a candidate’s temperament and explain and identify the extent to which an employer may need to control, moderate or develop these natural temperaments to ensure success in the job role. 

Assessments must provide real and palpable criteria that are prominent factors during job performance. Hence, the selection must be made through comprehensive assessments, including the key areas of the employee skills for respective positions.

Psychometric profiling test is an effective means for organizations to conduct unbiased and empirical assessments. We can deal with more extensive data through such psychometric profiling tests and broadly predict the potential employee’s fitment.

Data analytics validates such assessments with reliable statistical results:

  • The psychometric profiling tests are more objective because it is challenging to decide on the employee’s working style through traditional ways of CV screening, assessments and interviews.
  • A company that considers soft skills while hiring candidates must have a reliable indicator that the hired person would perform well in the given job role in the future. Thus the role of psychometric profiling tools gains primacy.
  • Behavioral patterns aside, it is equally important to understand the candidates’ desires and ambitions, and psychometric profiling touches upon such aspects of an individual.
  • Creativity, critical thinking and the workforce’s empathetic perspective decide how well they would face business challenges. Psychometric profiling includes such aspects.
  • Candidates are likely to remain with the company for longer durations if their values match the company’s values. Psychometrics help employees in their talent journey to ascertain whether the alignment of values would remain seamless.
  • Psychometric profiling tests also depict the candidates’ strengths and weaknesses, suggesting a customized developmental journey.

The answers in candidate profiling tests are not right or wrong but are meant to illustrate an individual’s natural qualities and tendencies. Based on these psychometric profile assessments, it becomes easier for a company to find the right person for the job. Psychometric profiling tools help avoid a problematic situation wherein there is a gap between the employee’s talent and the job’s demands.

What is Online Social Media Profiling?

Employment-related online social media profiling technology enables conducting background checks, forming the evaluation’s basis. This reveals employees’ actual standing because their declarations or tweets reflect their actual beliefs, not mentioned on resumes or CVs. Many companies are examining the digital footprint of job candidates and employees to know whether they are abiding citizens or compliant with existing state laws or company rules and regulations.

This enables many companies to think ahead. Psychometric profiling helps organizations peel off the façade of candidates or employees to reduce or eliminate hiring errors. Online social psychometric profiling and screening evaluates an individual’s social media background and digital trail to summarize online behavior or conduct an evaluation report. During recruitment, these random or routine checks have become essential to reduce business disruption, employee churn, re-recruiting costs and turnovers or potential damage to its reputation.

Online psychometric profiling examines the following virtual media information:

  • Bullying or harassment of people online
  • Negative comments about employers and brands
  • Inappropriate language (cursing or lewdness)
  • Posting of harmful or distasteful images
  • Inconsistency of facts posted across multiple sites
  • A person’s visibility landscape reflects their privacy management and the groups and categories to which they belong

Why Psychometric Profiling Tests are Unavoidable for Human Resources

We have established that psychometric testing pertains to using specific tests or profiles, even combining these two, for a holistic understanding of a candidate’s suitability for the job.

For example, if you are looking for sales representatives, you would want omeone who is people-oriented, can deal with sales queries, know how to make a sales pitch, and resolve customer complaints. Additionally, they must also have good interpersonal, communication and numerical reasoning skills, decisiveness, agile thinking, a good sense of judgment, etc. 

Assessing candidates on all these parameters is cumbersome, and it needs screening of candidates to save time and effort. Psychometric profile assessments are designed to ease the hiring process and help the organization make directional efforts – why most organizations are finding psychometric profiling necessary to find the right talent pool for their businesses. 

Psychometric profiling and assessments are used for the following:

  • Profiling individuals and teams to develop self-awareness, understanding and team communication.
  • Facilitating career guidance, such as individual interests and values inventories.
  • Providing necessary insights be used while training to help people understand their strengths and the needs to facilitate personal learning and growth.
  • Assessing the employees’ or candidates’ suitability for promotions or assignments.
  • Shortlisting, selecting and hiring, and other assessment methods to explore the match between the candidate and the role.
  • Succession planning to assess and develop future talent and leadership potential.
  • Identifying training and development needs.
  • Role-based profiling and screening, which improves the quality of talent matching.
  • Monitoring of employee skills and abilities to take early action if required.

Psychometric profile assessment is considered the new mode of evaluating each potential candidate’s cognitive behavior and abilities that align with your organization’s vision, goals, requirements, values and work culture.

Such test results are a real-time reflection of how a person would work toward the company’s goals. Would an individual be an asset or liability once hired? Psychometric profiling answers this pertinent question.

Read Mercer | Mettl’s Psychometric Guide to know more.

How Mercer | Mettl Can Help

Every company wishes to employ the best possible methodology to intelligently and comprehensively assess candidates while hiring. The methodology must be reliable, efficient and scientific. The psychometric profiling tests from Mercer | Mettl are designed to evaluate various aspects of the candidates, including behavioral and cognitive skills. 

 

 

Mercer | Mettl’s psychometric profile assessments are equipped with tailor-made questions that judge candidates on various traits. They include: 

  • Positive Personality Traits: These are the key performing traits that influence job performance, cultural fitment and the flexibility to learn new things. 
  • Dark Personality Traits: Negative traits that affect an individual or the entire organization and what must be avoided.
  • Cognitive Ability: An individual’s ability to think logically and process the information and data with a result-oriented approach.

The psychometric profile tool from Mercer | Mettl can be used for campus and lateral hiring, employee training and development and organizational planning. Using well-crafted procedures enables finding the right employees. 

Every organization has a work culture, and a candidate, once hired, must align themselves with the company’s existing values and culture. The psychometric profiling tests from Mercer | Mettl are meant to ensure this alignment and reduce every possible gap between what the company wants to communicate and how employees imbibe and relay that communication.

Originally published March 27 2018, Updated July 19 2021

Ankur Tandon

Written by

Helping businesses beat content mediocrity by generate engaging content, both short and long form including blogs, social media, case studies, newsletters and more.

About This Topic

Psychometric tests measure an individual’s personality traits and behavioral tendencies to predict job performance. Psychometric assessments gauge cultural fitment, trainability, motivations, preferences, dark characteristics, etc., to hire and develop the right people.

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