What exactly are companies looking for that they could gauge with the aid of psychometric assessment and psychometric analysis?
Relatively most companies are now integrating the use of psychometric analysis in the recruitment process. Around 70% of companies in the United States, Australia, and most parts of the world are actively using psychometric analysis in their hiring as well as personnel development thrusts. Interviews seem to be a poor predictor of a candidate’s job performance.
Find the Right Match with Psychometric Analysis
Psychometric analysis help expose an individual’s motives, drives, and behavioural styles that will help you preconceive how he or she would blend in with the company’s culture and if the candidate would be a top performer once hired.
A good psychometric analysis would be able to rule out any inconsistencies or when the candidate is trying to cheat on the system to beat the competition. HR officers are on the lookout for someone with the best score in accord to the company standards.
Psychometric tests must be validated by interviews and work sampling to find out if a candidate is consistent with the form to actual work. Sociable people tend to ace interviews but would render poor performance on the job; so every detail must be corroborated with results.
Psychometric testing continues to stir up different reactions and opinions from the recruitment industry. While skeptics would go against this practice, advocates of psychometric testing stand their ground.
Recruiters would attest that the psychometric testing which has a huge market nowadays help companies reduce risks when hiring people for different departments. They get to efficiently weed out the weak matches and hire the one tailor-fit for the role. The implementation of psychometric tests enhances the accuracy of job matching.
Is There Such a Thing as Acing Psychometric Analysis?
You can’t really ace a psychometric test; the recruiter is mainly looking at specific traits or results that would fit the best candidate. It’s not that you scored low or surpassed it – but how much you actually hit the right spots at the nearest calibrations required by the job.
Despite working in a trial-and-error environment, psychometric tests work when the employers or HR staff know exactly what they want in a successful candidate. Now, your scores can either work for or against you. Consider this – there are absolutely no right or wrong answers in psychometric tests. It’s just a matter of finding out whether you are a good fit or not. Employers tend to eliminate those who didn’t make it to the cut.
Psychometric test reveals a lot about you. You can’t just rehearse these types of tests because it will show inconsistencies if you do. This will showcase both your astounding and dark sides to allow your employers to peek right into your core and decide whether you fit the role and the company culture.
Character vs. Competency
Psychometric evaluations or testing should always be a part of the recruitment triad altogether with interviews and work sampling, so you get the best desired results.
Some people could get eliminated because they didn’t fit the character type but what if they are competent and expert employees? Are you going for character or competency in hiring your employee? You could be missing out on good leads if you bid against one.
Most people would look for someone who has a combination of good character and job efficiency or competency to match the role. This is precisely why recruitment is a process – each candidate goes through each screening phase to provide the recruiter with an overall picturesque of how the candidate will perform and how he will do it.
Could the recruiter’s gut feel be more accurate than psychometric analysis?
That’s imperative. It depends on the type of psychometric tests you would use in the selection process. Make sure to use standardised and accredited psychometric tests to obtain reliable results. More so, this should also be performed by professional, licensed, and trained test administrators or psychometricians.
Also, the results of the tests should be shared and discussed with the candidate to ensure transparency and feedback.
Most companies would opt to go sail on safe and avoid the rough waters – which would often create a generic workforce. Would you go for what is common or get competitive and innovative?
Do psychometric tests work for analysis?
Yes, it works. Sophisticated psychometric tests work both ways - it does not just help the company but also provides clear hindsight and projection of what career track is best for an employee or potential candidate. Proper selection processes that involve psychometric tests eliminate the risk of putting the wrong person in a role.
The key is not to depend entirely on one tool but makes it a collective and well-informed decision - that should do the trick. If you use psychometric tests in isolation and not consider other means, then you forget how complicated a person is and that an individual cannot be boxed and labeled altogether. Other critics would put it as putting too much stress on standards and killing intuitiveness and creativity by disallowing people of diverse potentials and personality to converge as one.
While psychometric tests could be viewed as short-sighted and at times hamper a company’s potential for growth – this has always been considered as a reliable tool by multinational companies who won’t be bigwigs in the industry if they were not able to size up and develop employee skills with the aid of psychometric tests and other assessment tools.
You can make this work for your company by streamlining your test procedures to get the most advanced, accurate, and reliable results. The instrument must be tested both for construct reliability and validity to make sure you garner the results you need in line with the company’s objectives.
You should not rely on psychometric tests alone and take it as a broad brush stroke in the attempt to label or discriminate a complex individual. This might limit both your company and the individual. Career decisions are vital, and it pays not to draw sweeping conclusions based on one test. Validate results by going over the entire recruitment funnel to get the best man or woman for the job.
Topics: Psychometric Properties