The term “psychometric” refers to a field of research that focuses on the theory and methodology of psychoeducational measurement. It covers all kinds of evaluations, from K-12 formative assessments to addiction inventory in medical clinics to university admission. Moreover, psychometric evaluation is not just focused on hiring professionals but extends to the use of psychometric assessment tests to gauge psychological traits like intelligence or personality.
Psychometric tests have become increasingly crucial in revolutionizing how we approach important disciplines like education, psychology, and recruitment throughout the past century. Accuracy and objectivity are two main reasons why psychometric assessments are popular in corporate recruitment.
When hiring new employees, psychometric tests offer ultimate insights into a candidate’s potential by making an accurate and relevant prediction of that candidate’s knowledge, skills, and other traits associated with successful job performance. These tests are effective in evaluating candidates at all employment levels, from entry-level employees to CEOs, without exhibiting any bias.
Even better, hiring companies can construct customized tests that are tailored to their organization and particular roles. Therefore, the purpose of this blog is to enlighten the basics of psychometric assessment testing, its benefits, and everything else you ought to know to hire the most suitable candidates for your organization.
What Is A Psychometric Assessment Test?
A psychometric assessment test is an evaluation process to determine the individual’s potential ability to perform well in a specific job role. Various capabilities are measured through psychometric assessments, from personality assessment to knowledge and cognitive skills. Nowadays, this psychometric test for hiring is a popular assessment tool in the recruitment sector.
Every candidate who is applying for a job has to take up some psychometric tests as part of their interview process. Most organizations utilize this test in their preliminary stage of recruiting candidates. These assessments are reliable, feasible, and objective measures of employee success, which makes them popular with large graduate recruiters. While some paper surveys are still used, internet testing has mostly replaced them. Most psychometric tests have time limits, however, some can be finished in more than one sitting.
Psychometric assessments are generally focused on “mental processes” instead of “objective facts.” These assessments are used to identify a person’s appropriateness for various circumstances, including employment, education, training, or placement. Companies employ psychometric tests for a variety of purposes, including, comparing candidates using data-driven comparisons, deciding on a leadership position, improving worker diversity and lessening recruiting bias, and analyzing the advantages and disadvantages of each candidate.
Psychometric test results alone are not used for arriving at hiring decisions, they are frequently considered in combination with candidate CVs, cover letters, and additional assessment methods like role plays, group interviews, and more specialized, sector-specific tasks.
Types Of Psychometric Assessments
1. Personality Test
Personality tests assist hiring managers in identifying desirable personality traits that would make a person suitable for a particular position in an organization. These tests include a series of questions that evaluate and classify crucial parameters including leadership potential, candidate motivations, and skills connected to the job, such as integrity or conscientiousness. Some personality tests attempt to group people into predetermined “types”, while others place them on a continuum of different “traits”.
Type-based personality test: The Myers-Briggs Type Indicator (MBTI) and the DISC profile are the two popular psychometric assessment tests that make use of type theory. In the recruitment process, personality types have only limited usefulness as they lack objectivity and reliability in evaluating essential parameters that can predict the candidate’s success in a particular job role. They resemble pop psychology to a significant extent.
Trait-based personality test: On the other hand, trait-based personality tests frequently rely heavily on the OCEAN model. These evaluations use a series of questions and activities to assess the strength of five traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism. Contrary to type-focused tests, psychometric evaluations based on this paradigm offer more information about candidates’ potential for success in a given position.
2. Cognitive Ability Test
A cognitive ability test is also considered to be an intelligence test or aptitude test. This test assesses a person’s latent/unlearned cognitive abilities. Logical thinking, numerical reasoning, and mechanical aptitude are some examples of this. It is crucial to emphasize that these are typically unlearned in contrast to achievement tests.
3. Numerical Aptitude Test
Numerical aptitude tests are demonstrated to assess the candidate’s ability to deal with numbers quickly and precisely. The test questions don’t assess high-level skills but rather evaluate the candidate’s ability to interpret data and develop conclusions using basic mathematical ideas. It assesses the candidate’s understanding of ratios, percentages, number patterns, data interpretation, and financial calculations.
4. Logical Reasoning Test
Logical reasoning tests evaluate the candidate’s capacity to perceive patterns, forms, and numbers, which have nonverbal content. Applicants must choose from a list of options the figure that comes next in the sequence. These assessments frequently include components from diagrammatic tests and numerical reasoning.
5. Verbal Reasoning Test
Verbal reasoning tests gauge the candidate’s understanding and application of textual passages. Candidates are then questioned on the text’s substance after being given a brief excerpt to review. Usually, the candidates will be asked to determine if a set of assertions that make particular conclusions are “True” “False” or “Cannot say” after being provided with the statements.
6. Abstract Reasoning Test
Abstract reasoning tests measure the candidate’s capacity to infer links between shapes and inside patterns. They don’t include any verbal or numerical analysis, but they do test your accuracy and speed as well as logical and lateral thinking.
7. Mechanical Reasoning Test
Mechanical reasoning tests assess the applicant’s comprehension and application of mechanical concepts. The candidate will need to infer the factors at play in a specific scenario and provide an answer to a question that is directly connected to that scenario. They usually call for some background knowledge and expertise and tend to be industry-specific. Forces, energy, electrics, and gears are typical topics.
8. Spatial Reasoning Test
Spatial reasoning tests are also called “awareness tests”, which are used to evaluate the applicant’s capacity to recognize patterns, envision movements, and mentally manipulate 2D or 3D objects. Identifying which image is a rotation of a specific shape and which net corresponds to a specific 3D image are frequent queries.
9. Diagrammatic Reasoning Test
Diagrammatic reasoning tests generally examine patterns and shape sequences to assess pure logical reasoning. The candidate will need to understand the rule that controls the sequence to choose the next appropriate item from a selection given or to correctly apply the rule to a new circumstance.
10. Situational Judgement Test
Situational judgment tests are meant to evaluate how the candidate would respond to various real-world scenarios that might occur at work. Employers can determine whether the candidate’s behavior and attitude are consistent with the standards and ethos of the organization by looking at how they respond to several hypothetical situations.
11. Job Knowledge Test
These job knowledge tests are intended to evaluate individual learning. For example, if the candidate is seeking a job as an accountant, then they might have to take a test on using Microsoft Excel as well as a test on logical or numerical thinking. The initial is aptitude, whereas the latter is expertise or accomplishment in a given field.
Why Do Companies Adopt Psychometric Assessment Tests In Their Hiring Process?
Previously, recruiters used to evaluate a candidate’s resume and skills before making a hiring decision based on the interview. But, lots of research studies have revealed that this is a quite bad method for determining which applicants are most suitable for the position.
Then what might work better? Yes, it is a psychometric assessment test. In actuality, a lot of companies combine psychometric tests with their regular pre-employment assessments and interviews. Test results and job performance are strongly correlated. Likely, the candidate who has a high score on the psychometric test will perform well on the job.
The predictive capability of psychometric testing makes it exceptionally attractive to employers. Psychometric assessments have become standard practice, particularly for graduate hiring, when you consider that they can be carried out swiftly and effectively on a wide scale. Let’s explore some of the factors that make employers adopt psychometric testing for hiring:
Making hiring decisions solely based on interviews and reviewing resumes can cause quick judgments. Since all applicants take the same uniform test, psychometrics assessment eliminates the subjective character of decision-making and provides justice that is devoid of bias and discrimination.
A hiring organization can use psychometric testing to evaluate a candidate’s analytical, decision-making, and problem-solving skills as well as their behavioral inclinations. The employing organization may quickly compare applications to identify the most qualified by having access to this data on all applicants.
Even smaller businesses receive hundreds of applications for available positions, and it would take much too long to fairly review each one. Companies can substantially limit the number of applicants by using the best psychometric test to a manageable number for the organization.
Key Benefits Of Psychometric Tests
The efficacy of psychometric evaluations in fields like education and recruitment has been established. Due to their usefulness in the hiring process, psychometric tests have been incorporated into pre-employment evaluation tools. Here are a few key benefits of psychometric tests in business settings.
Time and Cost-effectiveness:
Psychometric tests help organizations save a lot of money as they asset in removing uncertainty from the hiring process. Employers use psychometric assessments to sift through tens of thousands of resumes to locate the best applicants.
There are several instances of hiring bias in traditional hiring procedures. Psychometric testing, however, can level the playing field and provide the finest candidates an opportunity to receive what they are owed.
It has been empirically established that psychometric tests are essential for selecting the top candidates. This is mostly because they can identify crucial traits that the conventional selection process lacks. Organizations might benefit from using psychometric tests to gather crucial insights about the candidate’s strengths and weaknesses, and learning styles and strategies. This can assist in rewriting the learning strategies to increase ROI.
The following workplace outcomes have been linked to the use of psychometric tests: improved organizational performance, higher levels of employee engagement and motivation, lower cost per hire, reduced employee turnover, and lower absenteeism. Any organization must choose top performers and guarantee a high-caliber workforce, and psychometric testing is the best way to accomplish this.
Success in the modern corporate world is greatly influenced by culture. Employees can forecast the kinds of people who will fit into their corporate culture through psychometric evaluations.
What to Expect While Taking A Psychometric Assessment Test?
The majority of the time, multiple-choice psychometric tests are timed. The time restrictions will vary from test to test, and the candidate won’t be asked to complete all the questions on some tests because they were made to be very challenging. So, if the test taker runs out of time and hasn’t answered the final few questions, it is normal in the psychometric test.
The candidate must respond to multiple-choice questions within a time limit on any psychometric test. Depending on the test type and provider, both test duration and allotment of test will change. Since these tests evaluate the candidate’s mental agility, they should be ready to respond quickly to questions without compromising accuracy.
The test may be meant to be ambitious if the quantity of questions feels excessively ambitious for the time allotted. Instead of rushing to finish the test, candidates should concentrate on quickly and accurately answering the questions.
Several psychometric tests are frequently given in the same session. For instance, the candidate might be asked to take a verbal reasoning test then numerical reasoning, and finally a situational judgment test. They can narrow down the specifics of what to anticipate by learning as much as they can about the test structure in advance.
Depending on the position, different psychometric tests will have varying degrees of difficulty. In comparison to tests for entry-level positions, tests for management roles will either contain harder questions or a higher passing score.
One person may find the test to be exceedingly difficult, while others may think it to be quite easy. The candidates who pass psychometric tests are those who are most likely to be successful in the position for which they are applying. This implies that how challenging the candidate may find the psychometric tests will be correlated with how difficult they find the regular activities associated with their employment.
When someone has never taken a psychometric test before, they may find it to be very challenging. The format and questions are unusual, which contributes to many of the difficulties. People will find this test considerably easier once they have used them extensively and are familiar with the patterns and processes involved.
How Can Candidates Prepare For Psychometric Tests?
Preparation is essential because a strong psychometric test result increases the candidate’s chances of landing a sought-after interview opportunity. The ideal method of preparation for all psychometric assessment tests is a lot of practice. The following are the certain tips the candidate can utilize while preparing for the psychometric test:
Look over the Invitation:
Avoid falling at the first obstacle. The candidate has received advance notice before taking the test; this will probably take the form of an email. Candidates should study the invitation carefully, and note the types of tests they intend to use to evaluate them. Once they are aware of the test they must take, move to the relevant sections such as “numerical”, to get details about the test format and sample questions. The candidates will be given a time limit, usually a week or so, to do their psychometric test if it is a psychometric test online.
The greatest opportunity to ask questions concerning the candidate’s psychometric test is at this point because there will be plenty of time for answers and assistance. Additionally, this is the ideal time to discuss with the employer any unique needs the candidate may have, such as accommodating a disability.
Practice the Sample Questions:
Like most tests, practice makes perfect. There is no reason not to practice using lots of practice tests for psychometric assessments that are accessible in books and online. The candidates can lower their nervousness by practicing aptitude tests, which will help them become accustomed to the types of questions presented. Knowing what to anticipate will help them perform at their best rather than being intimidated by anything unfamiliar. Nerves merely come in the way of the abilities that employers are trying to assess them.
For personality-type questions, the benefit of practice doesn’t help them in any way beyond becoming familiar with the question styles. However, practice will help them improve their test-taking strategy and overall score on aptitude tests ( such as numerical, verbal, and inductive tests). They usually answer questions on aptitude tests more quickly and accurately by practice.
Prepare for the Online Psychometric Test:
The applicant can choose where and when to take their psychometric test if it’s a psychometric test online. Therefore, they can choose to do their test at best. They can choose in the morning or afternoon, additionally, they can pick a peaceful time when they are least likely to be disturbed. Before the test, they should put away their phone and other distractions.
A PC with a large screen and a mouse is preferable to a compact laptop with a touchpad if they prefer to work on a computer. Another reason for practicing these tests beforehand is to analyze how and where they individually work best.
Understanding the Given Questions:
Reading the question is not the same as understanding it. Perhaps read the question, consider the response, and then reread the question to be sure to make the desired attempt. Under the pressure of the clock during their psychometric tests for hiring, it is very simple to start answering a question right away only to realize midway through that they don’t understand it.
The majority of psychometric tests include “distractors” as possible answers. These are incorrect responses that many people erroneously believe to be correct. Common errors may be used as distractor possibilities during psychometric test sessions to cover up the right response. Additionally, it implies that just because they arrived at the conclusion that they have, doesn’t necessarily mean they are right. Reread the question and confirm the answer which is understood.
Things To Consider In A Good Psychometric Test
An ideal psychometric test for hiring should have validity and reliability, just like with any test. Pre-employment tests often have one of two types of validity:
- Content Validity: If the job necessitates using Microsoft Excel for several hours each day, a test on the software makes sense.
- Predictive Validity: Although numerical thinking may not be as directly tied to the job as Microsoft Excel, it might be helpful if the candidate can demonstrate that it predicts job performance. This is entirely applicable to noncognitive assessments like conscientiousness.
In essential components, like hiring and education, psychometric assessment tests are undoubtedly significant. They aid in human understanding and streamlining the recruitment process. However, care should be used when using psychometric tests. It is necessary to create a clear plan for how you will incorporate them into your operational system. Businesses typically use psychometric testing for two main reasons.
The first is to enhance and lower HR and hiring costs, and the second is to make sure that only top-notch applicants are hired, preventing employee turnover. An aptitude or psychometric test’s primary objective is to determine if an applicant has the knowledge and skills necessary to carry out the responsibilities of a role. These assessments most frequently evaluate verbal, nonverbal, and mathematical reasoning skills.
Skillrobo provides the best psychometric tests in their candidate assessment tool. They have a wide variety of assessments that helps to screen out the skillful candidate who can perform well in a particular job to achieve the organization’s goal.
They provide 100+ inbuilt tests and a wide range of skill libraries. Skillrobo is equipped with strong psychometric software, advanced reporting, tech-enhanced products, and much more. If you run into trouble while completing the process of creating the tests, you can be assisted by the subject matter experts.
Click here to Sign Up!