The Psychometric Test: Is It A Good Strategy To Recruit Effectively?
In recent years, HR departments have increasingly used psychometric testing to select or redirect their candidates to a specific position or organization. Feeling competent and valued in a company should no longer be a bonus, but the norm. The psychometric test is a privileged tool to make employees feel in their place and build a professional team that will successfully achieve its goals.
But what is a Psychometric Test?
Psychometrics is the study and scientific validation of characteristic psychological measurements. In this regard, the psychometric assessment is a standardized measurement tool that aims to study:
The psychological construction of a person;
- His behavioral tendencies;
- All in relation to a representative sample.
- Depending on the test, psychometric tests can be used to assess and discern:
A person’s abilities;
- His motives;
- His reasoning;
- His emotional intelligence;
- Its potential;
- Any other cognitive-behavioral abilities.
How to trust Psychometric Tests?
The psychometric test is: Scientifically validated and standardized.
An objective statistical approach that has been the subject of studies and the method by comparison; Allows you to situate each person in relation to their reference group on the basis of certain criteria. Nevertheless, to offer a truly accurate and effective response, the test chosen must unquestionably be reliable and valid.
This first fundamental characteristic calls for the consistency and constancy of the results obtained: thus, if a person takes the same test several times, his results will be stable.
The second characteristic relating to validity affects the ability of the test to assess what it intends to measure. There must be a link between test performance and the criteria studied.
Psychometric test and IQ test: are they the same thing?
These two types of tests are not to be confused. The IQ test is a form of psychometric test (there are several!) that aims to reveal a standardized and quantitative answer of intelligence. In this sense, the psychometric test and the IQ test are scientific instruments used to measure and evaluate certain facets of the human being. In both cases, the tests are not used to “diagnose” individuals: the human being is a complex machine, which is why it is recommended to support these various tests with other observations and evaluations, to include them in a broader context of meeting and apprehending a person.
Why do a Psychometric Test in a Business Context?
Psychometric tests are a great way to:
- Make your company flourish by getting to know and understand your employees better as well as potential recruits.
- Objectively show a personality trait that would or would not be valued in your industry or a given position.
- Provide additional insight and reduce the risk of errors in recruitment.
- Offer reliable and eloquent clues as to the strengths and weaknesses of a candidate by ruling out your own cognitive biases.
Is it a good idea to always give a manager a Psychometric Test?
The psychometric test is a valuable tool to position yourself towards a task or a team and the employer can always ask for it. For the manager, the psychometric test gives a better idea of how to allocate his resources according to the results of behavioral tendencies and his needs. First, the psychometric test allows the creation of a profile that can guide the manager’s decisions regarding the nature of the position or the most advantageous and beneficial way of leadership for an employee, whether potential or former! The psychometric test allows managers to offer their employees the opportunity to surpass themselves and develop in an environment similar to theirs.
The Psychometric Test allows:
- make informed hiring decisions;
- retain staff longer;
- mobilize your team;
- to develop as a manager.
- How to prepare for the psychometric test?
- It is very easy to prepare for the psychometric test: it is rather recommended not to do it!
There are no wrong answers in a psychometric test: the most important thing is to trust yourself and stay honest. It is by being yourself that you will be well selected for a position that will allow you to flourish AND satisfy your employer. There is no point in presenting yourself in a favorable light or trying to guess the answers the recruiter is looking for. Showing your limits and weaknesses can even be beneficial in the end.
It is the compatibility between you and a position that is evaluated: the test is therefore a help, and not a stress.
Keep your answers spontaneous.
Rest assured: if you don’t get the job, it’s not that you failed the psychometric test. Your profile is only more useful elsewhere!
Can you do a free online Psychometric Test?
Although there are many suggestions for free psychometric tests on the Internet, it is recommended to rely on the formats: officials; Standardized; scientifically validated,
In addition, the interpretation of the results should always be done by a professional. The distinction between certain personality tests found in large numbers and free of charge on the Web and the validated psychometric test is not always obvious… Scientific validation is what really differentiates the psychometric test from all the other personality tests which are accessible free of charge on the Web. Nevertheless, the free online tests can be used to give you an idea before investing in an advanced approach. Results are not exactly guaranteed! If your test has no certification or scientific recognition, it is too dangerous to make bad findings by choosing it.
Example of a Psychometric Test
There are several forms of psychometric testing:
As mentioned, they most often aim to assess your strengths and weaknesses, your aptitudes, your interests or even your potential (ability to develop an aptitude not yet acquired), originality of thought, assertiveness, extroversion, adaptability, etc.
Most also offer a nuanced approach to the answers to a question working by degrees (extremely agree, agree, somewhat agree, completely disagree, etc.) by self-reported measures.
In short, the results of a psychometric test must be part of an overall assessment of a candidate’s potential, in order to provide a census of richer information and better predictivity. The psychometric test model must be chosen carefully and used in the right context. Between personality tests, aptitude tests, interest or potential tests, the psychometric test is perfect for optimizing and clarifying your job search.
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