Psychometric tests: What are they and what are they for? - Emptor

The days when hiring decisions were made solely based on instincts and first impressions are long gone. With technological advancements, companies now employ more strategic, data-driven methods to evaluate candidates’ skills and personality traits.

A popular technique is the use of psychometric tests. In this article, we’ll explore what psychometric tests are, how they can benefit your company, and how to effectively implement them in your hiring process and employee development strategy.

What Are Psychometric Tests?

Psychometric tests are scientifically designed assessments that measure a person’s cognitive abilities, personality traits, and behavioral tendencies. They come in various formats and can be tailored to the specific needs of a company.

Types of Psychometric Tests

Aptitude Tests: Measure a candidate’s cognitive abilities, such as verbal, numerical, and abstract reasoning.
Personality Tests: Evaluate a person’s character traits, values, and preferences.
Behavioral Assessments: Evaluate how a person reacts in different situations and works in a team.
Job-Specific Tests: Measure the skills and knowledge required for specific roles.

They can be grouped into the following categories:

Aptitude Tests: These exams assess cognitive and mental abilities, such as intelligence, logical reasoning, learning capacity, and problem-solving. Examples include the Raven’s Progressive Matrices Test, the D48 Dominoes Test, and the Primary Mental Abilities Test.
Personality Tests: These exams aim to identify personality traits and behavioral characteristics that may be relevant for job performance, social adjustment, or clinical treatment. Examples include the NEO PI-R Personality Inventory, the Minnesota Multiphasic Personality Inventory (MMPI), and the Big Five Personality Test.
Vocational Interest Tests: These exams evaluate a person’s preferences and affinities related to different work areas or professional fields. They help identify potential career options that are compatible with one’s interests and abilities. Examples include the Kuder Occupational Interest Survey, the Holland Self-Directed Search (SDS), and the Strong Interest Inventory (SCII).
Specific Skills Tests: These exams assess specific competencies, such as numerical, verbal, spatial, mechanical, or social skills, which may be relevant for performance in certain occupations or activities. Examples include the Numerical Reasoning Test, the Verbal Reasoning Test, and the Mechanical Aptitude Test.
Projective Tests: These psychological exams are based on the interpretation of subjective responses to ambiguous stimuli, to explore deeper aspects of personality and emotions. Examples include the Thematic Apperception Test (TAT), the Rorschach Test, and the Karen Machover Human Figure Drawing Test.

It’s important to note that the use and interpretation of psychometric tests should be conducted by trained professionals, such as psychologists or psychoeducators, to ensure the validity and reliability of the results obtained.

The Purpose of Psychometric Tests

Psychometric tests are designed to provide a deeper understanding of a candidate’s abilities and personality, and ultimately help companies make more informed hiring decisions. They are also used for employee development, to identify training needs, and to evaluate performance.

The Benefits of Using Psychometric Tests in Your Company

Psychometric tests can be game-changers for your company. They provide valuable insights into a candidate’s potential and allow for more objective, data-driven decision-making. The benefits include:

Better Hiring Decisions: Psychometric tests can help identify candidates with the right skills and personality traits for a specific role.
Reduced Turnover: By making better hires, you can reduce employee turnover and the associated costs.
Improved Team Dynamics: Understand how employees work together and complement each other, enhancing teamwork and productivity.
Data-Driven Employee Development: Identify strengths and weaknesses to create customized training programs.

Integrating Psychometric Tests into the Hiring Process

How to Choose the Right Tests?

There are countless psychometric tests available, so selecting the right ones for your company’s needs is crucial. Consider the job requirements and the desired characteristics of successful candidates, and seek expert advice if necessary.

Preparing Your Candidates

Inform candidates about the tests they will take, explain their purpose, and provide guidance on how to prepare. Offering practice tests can also help alleviate test anxiety.

Implementing Psychometric Tests for Employee Development

Identifying Training Needs

Use psychometric tests to assess your employees’ strengths and weaknesses. This information can be used to design targeted training programs, fostering professional growth and improving overall performance.

Performance Evaluations

Regular administration of psychometric tests can help track employee progress and evaluate the effectiveness of training initiatives. They also serve as a basis for performance reviews and promotion decisions.

Creating a Psychometric-Friendly Work Environment

It is crucial to establish a supportive work environment where employees feel comfortable taking psychometric tests.

Ensure that the tests are presented in a non-threatening manner, emphasize that they are just one aspect of the evaluation process, and provide constructive feedback to help employees grow.

Limitations and Drawbacks of Psychometric Tests

While psychometric tests offer numerous benefits, they are not without limitations:

They cannot measure all aspects of a candidate’s skills or personality.
Some tests may have cultural biases, leading to unfair assessments.
Candidates may attempt to manipulate their responses, skewing the results.

It is important to be aware of these drawbacks and use psychometric tests in conjunction with other evaluation methods to form a comprehensive understanding of your employees and candidates.

Selecting the Right Psychometric Test Provider

When choosing a psychometric test provider, consider the following factors:

Reputation and Track Record: Investigate the provider’s history, reviews, and success stories.
Test Quality and Scientific Validity: Ensure that the tests are well-researched, reliable, and valid.
Customization Options: Find a provider that can tailor the tests to meet your company’s specific needs.
Technical Support and Customer Service: Ensure that the provider offers sufficient support and training.

Legal and Ethical Considerations in Psychometric Testing

To protect your company from legal and ethical issues, follow these guidelines:

Use tests that are scientifically validated and free from biases.
Ensure consistent and fair administration of the tests.
Provide reasonable accommodations for candidates with disabilities.
Respect the privacy of candidates and employees, and handle test results confidentially.

Success Stories: Companies Using Psychometric Tests

Many well-known companies, such as IBM, Procter & Gamble, and Marriott, have successfully integrated psychometric tests into their hiring and employee development processes. They have reported improvements in hiring decisions, reduced employee turnover, and increased productivity.

Incorporating psychometric tests into your company’s hiring and employee development strategies can generate significant benefits. By selecting the right tests, creating a supportive environment, and adhering to legal and ethical guidelines, your company can make better-informed decisions and ultimately achieve greater success.

Frequently Asked Questions

Q. How long do psychometric tests typically take to complete?
A. The duration varies depending on the test, but most tests take between 20 to 60 minutes to complete.

Q. Can psychometric tests be administered online?
A. Yes, many psychometric test providers offer online testing options.

Q. How can I ensure my employees feel comfortable with psychometric tests?
A. Communicate the purpose and benefits of the tests, provide a supportive environment, and offer guidance on test preparation.

Q. How often should I administer psychometric tests to my employees?
A. The frequency depends on your company’s needs, but generally, tests are administered during the hiring process and at regular intervals during employment for development purposes.

Q. Are psychometric tests suitable for all industries and job roles?
A. Psychometric tests can be customized for specific industries and roles, making them suitable for a wide range of applications.

Invest in Optimizing Processes in Your Organization

Investing in psychometric tests or exams in your organization will help reduce costs, streamline processes, and attract, hire, and retain the best talent.

One of the best practices before hiring is to conduct due diligence and background checks on your potential candidates. Validating identity and performing background checks with Emptor in an automated way is very simple.

Emptor combines artificial intelligence with legal experts to help you make the best decisions when hiring.

We invite you to schedule a demo to learn about all the benefits of automated background checks.