What is a psychometric test? A scientific method that organizations use for analyzing the behavior aspect of people is called a psychometric assessment test. These tests are useful in identifying whether a particular person is a perfect choice for a job opening based on two primary principles that are personality and ability.
Psychometric tests are especially created to measure the skills of an individual, their personality traits and the attitude needed to face the challenges in a job and then successfully performance on the given job. These tests can fully assess the specific behavioral traits that get missed out in the personal interviews.
So, let’s check out the benefits of psychometric assessments:
This is one of the major benefits of a psychometric assessment test that it provides neutrality, unlike traditional job interviews that are instinctive and are influenced by various factors like an attractive or flashy CV or biasness towards a certain job aspirant.
Thus, psychometric assessments eliminate the element of subjectivity in the job hiring and decision-making process and provide results that are fair, non-biased and purely based on the talent of an individual.
Psychometric tests help measure the individual’s skills in processing any given information, their problem-solving abilities, and their behavioral attributes. By the use of this evaluation, recruiters can get essential data on all the candidates that can be used to make rational decisions in the job hiring process.
Psychometric tests help companies to select the right job applicants and make the process speedy and accurate. While in traditional job hiring processes are tedious and lengthy and takes a considerably longer time to examine various applications from different types of candidates.
What are the Types of Psychometric Tests?
There are different kinds of psychometric tests like:
1- Ability and Aptitude Tests
These tests are essential to identify the mental abilities of an individual. The questions should be answered in a limited period having one right answer to each question. These tests are vital in identifying the critical thinking, verbal ability, logical reasoning and problem-solving skills of a particular individual. How past experiences can be used to get through novel situations can be assessed by the use of these tests. These tests can be for various traits and fields such as:
Cognitive abilities test
General aptitude test
Attention to detail
2- Aptitude and Personality Tests
Human behavior is a combination of the perception and reaction of a human being to various situations in life. Personality tests are based on this principle, and they follow the OCEAN theory that is Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism. So, let’s find out more about this:
The individual having this skill are naturally inclined towards art and adventure. Moreover, these people are creative, curious and open to change. On the other world, people missing these personality traits are rigid and do not like change. They prefer their old habits and routine and are averse to the idea of learning new things and experiences.
The personality of someone is impossible to change, but the amount of openness inclines to grow in adulthood. For example, a research conducted in 2011 examined the effects of psilocybin mushroom on a certain group of people and found out after consuming the hallucinogen people in the group became more open to change and the effects lasted for a year long. Hence the results were permanent.
The people who have high conscientiousness are highly responsible and organized. Also, people with this personality trait are greatly reliable and are ambitious. Besides, they have the drive to achieve their goals under any situations.
This trait helps them to be successful achievers in their jobs. In contrast, people who do not possess this skill are careless, unorganized and unprompted. These people are not so reliable and ambitious; therefore, they cannot become successful.
The people having extraversion have characteristics of talkativeness and sociability. These people like to socialize and get their energy from social gatherings or day to day interactions. These people are extrovert, assertive and are very cheerful. They are confident and have a positive attitude towards everything.
While introverts prefer their own me time and involve in smaller group activities but it not true that introverts are always shy. However, they like their own company more than anyone else.
The kind and generous people mostly possess the personality of agreeableness. These people easily agree with the opinion of other people and are helpful and trusting. On the contrary, disagreeable people are suspicious of others, less co-operative, cold and hardly agree with other people. But it has been seen that disagreeable men earn more as they obey to old-style gender characters. Most importantly, a research paper published in the journal of personality and social psychology proves that income and agreeableness are inversely proportional to each other and have more negative effects on men than woman.
People possessing this trait are always anxious and stressed out and be depressed at times. On the other hand, people with low neuroticism are calm, composed and emotionally stable. These people maintain their composure when faced with difficult problems without getting overly anxious.
While people with neuroticism always keeps on constantly blaming and cribbing others for their problems. People with neurosis are hard to deal with, and they get upset with small issues and can even quit their job if they are denied permission of anything that they want.
What is the science behind psychometric assessment?
Psychometric test was first conducted in the early 20th century by French psychologist Alfred Binet. The first intelligence test was done in 1905.
However, the modern-day psychometric tests were developed by psychologist and statistician Francis Galton. He is also known as the Father of psychometrics.
Therefore we can conclude that psychometric tests have become an essential part of the hiring process as they help employers in making the right decisions.
About Author: Grace Bynes
Grace is a Business Analyst by profession with more than 7 years of experience of working with digital businesses mainly eCommerce and SaaS startups. Grace also loves to travel and explore the world!