Are they worth doing?
The prominence of a psychometric test has been a point of debate in the recruitment industry for a long time. Recruiters work on the pros and cons of psychometric testing at a large level. Some might consider it as a valuable method of recruitment. However, others could find issues with this method of recruitment. Still, they are put to use at a massive level in the domain of education psychology.
A major benefit of a psychometric test is an-in depth analysis of an individual, with a greater focus on reaching out to the right type of candidate. The objectivity and assessment standardisation enable accuracy in deciding the suitability of a candidate for a job. Each position requires a combination of skills along with personality traits for a given job. For example, if a company is looking to fill the position of a business analyst they might require someone who is self motivated and thinks strategically.
Quality insights about the candidate
A major benefit of this test is to go beyond what is in a resume. It’s an effective way to figure out the pros and cons of each employee. For example, if a candidate appears to be an introvert and possesses the right qualities for a job, such tests provides them with a platform for recognition. In addition, recruiters can avoid falling into the trap of having candidates who only showcase the information they are looking to hear.
The second benefit of such tests is that their implementation is easy and cost effective. Essentially, a psychometric test provides all basic information about a candidate in a few hours. It also reduces the possibility of a bad hire.
Effective and objective recruitment
The nature of such tests is that it makes the recruitment process unbiased and fair, because they help an organisation to maintain performance standards and objectivity. Plus, they provide a transparent scale for evaluating the results of the candidate.
Development along with learning
The test doesn’t just relate to recruitment. It can go on to span across the entire career cycle of the candidate. It provides vital insights about learning potential or future potential, enabling HR to make the right decisions.
Now coming to the disadvantages of psychometric testing there are some definite areas to address.
Conducting the test
You need the right people who are qualified to conduct the tests. Lack of training can lead to misinterpretation of results, and can actually end up costing the company extra.
Responses can be misleading
A candidate desperate for a job might do their homework. They could skew their responses towards what they think you are looking for.
Many candidates fail to give their best due to time constraints or nervousness during the course of an examination. The nature of such tests means that language barriers and cultural background are not always considered.