Candidate’s behavior is way more preferred in the hiring process than the aptitude. Psychometric assessments are spaceships that go beyond just judging the abilities and knowledge to actually judging the real person.
"There's an examination for young people to go to university. I failed it three times. I failed a lot. So I applied to 30 different jobs and got rejected. I went for a job with the police; they said, 'You're no good.' I even went to KFC when it came to my city. Twenty-four people went for the job. Twenty-three were accepted.”
Had it not been his attitude, Jack Ma would have never ever reached to the skyrocketed heights. Undoubtedly, people vary in their behaviors and personalities influenced by certain factors, be it genes, environmental or other social factors. No one in this world can pick out the suitable fit for an organization by merely meeting the candidates or viewing the portfolio for the same. This needs an intense or a nerdy kind of observation of not only what the resume says but also a genuine introspection of the candidate’s behavior. The present scenario entails that a candidate’s behavior is way more preferred in hiring process than the competency. There is an alarming need of a system that could satisfy the catchphrase “Hire for attitude, train for skills”. Let’s discuss the psychological measurement system aka Psychometric which could prove a blow to the existing hiring scenario.
KNOWING ABOUT PSYCHOMETRICS
Are you fat or thin? Are you good at sports or academics? Are you capable of coding (might be any other skill for that matter)? What was your childhood ambition and what currently is? These are some of the self-determining questions and could be answered easily by mentoring yourself based on personal interests. Now consider carefully the questions after this very sentence. Are you good at socializing with other people? Are you a good team player or a leader? Do you empathesize with customer’s transforming needs? Are you good at multi tasking? Whoa!! These are some of those interrogative sentences that you as well as the hiring authorities need to know about you.
Well, the pre existing ways of recruitments include aptitude & technical tests, one-on-one interviews, presentations or a well- prepared combination of these. These define whether the person can do the job.
Attitude defines behavior. This includes your perception, your approach, your decision making abilities and your response to any sort of emotion. Here comes the technical part when we talk about the psychometric tests. These could be objective in nature or be evaluated on a scale of 10. These tests measure actual behavior and assure whether the candidate is the right fit. Also they help the company to find out the leadership attributes, stress management traits, social behavior, motivation and many other essential traits in the candidate.
DO THEY REALLY BENEFIT?
Ladies and Gentlemen, the whole summary is that if the academic tests tell whether a person can do the job, psychometrics assure if the candidate actually fits the role in. Psychometric tests are like spaceships that go beyond testing individual’s abilities and education. Major part being there are no right answers and no wrong answers. Totally depends on who you really are. The nature of these tests does add a scientific filter to gut-based decisions as well. The funny part is you need not to be an expert or possess a so called degree in psychology to evaluate the results. Moreover these tests could be setup at any stage of the application process including the obvious hiring process, promotions or be it even retentions. Psychometric tests on this end encourage consistency in recruitments, provide the true picture, save time and money and thus provide the good fit and right fit.
PSYCHOMETRICS IN CORPORATE WORLD
RÉSUMÉS: A SQUARE SHOOTER?
Remember Mike Ross from American drama series- Suits, who ends up as a lawyer at Pearson Specter Litt. You need to be more than just lucky in order to sustain in the corporate world like that. Well, a fiction is something which is totally derived from imagination, different from the real world scenario and so is Mike. With the rapid changes in global recruitment scenario, there have been cases evolving around resume fraud. According to the annual reports by AuthBridge, the average discrepancy rate in the past three years is 20.11% i.e.; approximately 1 out of 6 job applicants give wrong information in their respective resumes. Shocking part is the figure is 50% higher than reported in 2016. The Indian daily newspaper, The Economic Times published that “India Inc., it seems, is sitting on a fake CV time bomb that is set to explode”.
Out of 2,18,000 checks done in India during 2014-15, almost three out of 10 screenings contained a lie as per HireRight, an employment-based screening company. Among them 52% were related to educational details while 11% contained discrepancies connected with employment inaccuracies. You might have read about Scott Thompson, former CEO of Yahoo who was accused of embellishing his academic credentials after some investigations. Consequences being he was considered untenable and left the company. Many such cases have been occurring lately. This news compels the recruiters to use a systematic and versatile method of recruitment which can be fulfilled by psychometric assessments.
CONSEQUENCES OF BAD HIRING
“A small team of A+ players can run circles around a giant team of B and C players.”
- Steve Jobs
Bad hiring comes into play when the person hired is not able to perform the way expected. According to a research, nearly 43% of the companies got trapped in the situation of bad hearing because they preferred urgency to quality. The most important asset that a company pertains to is the people, irrespective of its size. It has been stated by Global HR Research that 39% of businesses report a decrease in productivity due to bad hire. This, in turn comes up with a compensation which is fulfilled by the good employee. Moreover, if we talk about the literal cost of bad hiring, it includes the subtle hiring cost including maintenance, severance and opportunity cost (which must have been invested in finding out the right candidate). This bad hiring thing totally disrupts the employee cycle. Thus, an objective form of soft skills evaluation could contribute a lot in right hiring.
Therefore, we are going to discuss the usage of psychometric assessments.
EMPLOY PSYCHOMETRICS TO HIRE RIGHT
Jim Collins, an American business consultant once said “Great vision without great people is irrelevant”
Hiring right people has always been a sensitive part of a company. Unlike facets such as skills, education, experience and appearance, the behavioral traits can be harder to assess during interviews. Out of the companies that use psychometric tests, 81% said they made less risky and more reliable hiring decisions. These tests are useful for both mass and elite recruitments. Accompanied by GDs, resume screenings and structured interviews, it can extract the right fit for job role.
Achim Preuss, managing director of cut-e, said about psychometric tests: “Shorter, more customized, brand-relevant tests are now being used earlier in the selection process to identify the right people”.
According to a survey,37% in Hungary, 70% Swedish and 93% respondents from Czech Republic said that psychometrics helped them come to fairer decisions.
Here’s how psychometric tests could help at engaging employees.
PSYCHOMETRIC ASESSMENTS FOR LEARNING & DEVELOPMENT
“Tell me and I forget. Teach me and I remember. Involve me and I learn.”
- Benjamin Franklin
In today’s world, one of the biggest challenges is how learning can be used to stimulate assimilations. Psychometrics based learning and development assessments help employees look into their shortcomings by self- awareness, thus enhancing the potential. Vodafone, in Romania used this kind of feedback system to commence discussions about desirable culture and ultimately judging existing managers against these.
Psychometric tests can be used to determine up to what extent current skills and performance need to be improvised. For example, suppose a new technology/tool has been introduced in your department. Now these assessments might provide a clear-cut picture of interests and motivations related to it and hence, developing them.
PSYCHOMETRIC ASSESSMENTS FOR RETENTIONS
Nearly one-thirds of the new hires quit their job after six months of joining. After losing an employee, employers have to bear financial burden of recruitment, training, lost company knowledge, credibility and customers. This stands up with the necessity of assessments, once in a while that could, in a way enlighten the reasons of dissatisfaction of the resigning employees. By just finding out these reasons, employers can do a lot more in this direction.
Psychometric assessments can reveal whether individuals feel under-appreciated or find a lack of communication, which are strong reasons of resignation. Scheduling these assessments at regular intervals may prove to be an effective way to transform the mindset of employees much before they decide to resign.
Sooner or later, people will realize that the skills, aptitude and knowledge alone cannot do much in the path of building a world-class organization. It’s equally important to analyze employee’s attitude and personality.
Organizations those are serious about attracting and retaining the best talent should take advantage of such methodologies rather than rely on subjective selection methods.
Topics: Psychometric Assessments