Nowadays many companies carry out Psychometric test before hiring.  As it enables to judge the potential candidate’s aptitude, honesty and personality. Another vital reason is that every employer wants the best fit and not a bad hire as it costs both time and money.

These Psychometric Tests measure soft skills ahead of education and job-related skills. And thus already on the upswing. Furthermore, through personality tests it becomes easy to know how the candidate – works in the team, communicate and manage stress.  Thus in a very distinctive way, these tests can be defined as the deciding factor – for a candidate’s entry as an employee.

To carry out these psychometric tests effectively many ways and tools have developed over time. These help to accurately judge the traits.

So whether one goes for executive level position or managerial – all are required to go through these psychometric assessment tests.

With the only difference – how and for which job position these tests will be administered.  For a clerk position, a 20-minute questionnaire is sufficient. Whereas for a managerial position, an entire day is consumed. As it includes an in-depth personal interview with the psychologist and cognitive tests.

But still, many organizations fail to make the right use of these psychometric assessments. And mistakenly conduct wrong assessments in the wrong way.

Hence here’s the dossier for the organizations, employers, and hiring managers. The things that they must know to maximize the predictive accuracy of these tests and to minimize the potential risks. Get well versed before the

Practice Psychometric Tests

1. Get familiar with Law

Consider legal compliance while adding psychometric tests to pre-employment screening. Maintain that the assessment tools are job relevant and well-validated.

2. Get a hold of business needs

Know your business needs and characteristics that must be present in the prospective employee. Only then employ a test that will actually help you evaluate the characteristics. Formulate the quantitative measures first to judge the employee performance on the job.

Only then you will have the basis for statistical correlations of how well psychometric tests will predict the performance.

3. Keep an eye on – Cheating

In cognitive ability tests, it’s a possibility that candidates may send somebody else on their behalf. So, reduce this risk of cheating at all costs. Either ask candidates to take the psychometric tests questions in the office or monitor their performance via video conference.

Also keep an eye on their ‘impression management tactics’. Because if they do appear different from the interview in these tests while being compared it is better to chuck them out!

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4. Share the psychometric assessment test results and feedback

The organization must share the test results with the candidates. As it is ethically right and demanded. Whether the candidate gets the offer of employment or not, the feedback will be anyhow beneficial for him/her.

If the candidate does well in tests, gets the offer, it will be helpful to have discussions about his ‘onboarding’. And if doesn’t fair well, then the results will help him identify the mistakes. Also, it will create a positive impression of the organization for being courteous in their eyes.

5. Test the pre-employment screening tests

Every company should evaluate job performance both qualitatively as well as quantitatively. It should also measure how well its pre-employment tests are able to actually calculate success on the job. And if at all find that an assessment tool isn’t predicting performance over time, must stop using it.

The HR must pay utmost attention to predictor variables, outcome variables, and the correlations between the two while evaluating a candidate. Hiring managers must utilize the right approach to select and retain the right psychometric tests. Only then they will be able to significantly raise the probability of selecting and retaining the right talent, too.

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These psychometric (cognitive and personality) tests can actually increase the chances of a new employee’s success, only when applied correctly. I hope the already well-versed hiring manager and HR will deploy this up-scaling trend for hiring. Thus will get the best hire for a particular vacant position.

Share your insights on the psychometric test and how it can benefit the organizations in the comment section.

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