Psychometric tests - are they worth it?

There are many views on the psychometric test used in recruitment. Some say it is of great value while others claim it is nothing more than a psychological memory test. However, it nevertheless still plays a major part in recruitment.

Many claim that the tests offer a valuable insight into the psyche of an individual and their character, offering an industry-standard, objective assessment of the personality and subsequent suitability for the job on offer. If, for example, the position requires a degree of autonomy and initiative, the psychometric test can help with evaluating the strategic thinking abilities of the candidate.

The Positives

Objective and effective

A standard and similar test is given to each candidate can rightly be said to be fair and unbiased. The results offer a precise and objective evaluation of each candidate that is balanced and based purely on the candidates’ responses.

The resulting evaluation of the candidate is therefore independent and wholly transparent and also enables recruitment to be undertaken at a consistent and standardised level for all candidates.

Candidate insights

The psychometric test is said to delve a little bit deeper than the information provided in the candidate’s CV. It goes beyond taking at face value what the candidate wishes the recruiter to see (and hear at the interview), helping, for example, to expose hidden extroversions or introversions that may otherwise not be apparent through the face-to-face interview alone. It can, in essence, help demonstrate candidate pros or cons that might otherwise assist with identifying either an otherwise suitable or unsuitable candidate more accurately.

Cost

A psychometric test can be extremely cost-effective. It’s easy to have the candidate complete and the recruiter to evaluate the results instantaneously in-house. It can expand the candidate profile in a relatively short timeframe and help avoid the recruitment of a potentially unsuitable candidate.

Future potential

The test can be a valuable tool in identifying the overall potential of the candidate in terms of their career within the business. It can help with identifying strengths than can be utilised and weaknesses that might need improving, in essence, mapping out the future for the candidate within the organisation beyond the initial recruitment process.

The Negatives

Nervousness

Similar to making a speech in public, some candidates may find the test a little daunting. This can vary from stress at being put on the spot to allowing existing communicative or cultural barriers to inhibit a true result. Some candidates can be very talented workers, but not necessarily confident readers or writers when under time pressure.

Practiced responses

Some candidates, particularly those who may have completed a number of psychometric tests in the past, can often try to respond with answers they think you are looking for. Others may simply research psychometric tests before the interview. And depending on the test itself, some just use their memories to remember that the “are you” question with its “yes” answer on page three requires an equivalent “no” answer to the similar “are you not” question on page 13.

Conducting the test

A suitably trained and qualified person is required to undertake the test. Otherwise, the results can otherwise be misjudged and might lead to either the employment of an unsuitable, or the rejection of a suitable candidate.

Conclusion

The psychometric test has to be used intelligently to support an interview and gain the maximum benefit from the results provided. It can be a great method of providing valuable insight into the candidate. If you want to discuss psychometric tests with us in more detail please get in touch with us.