There are many different psychometric tests that can be used for selection and recruitment purposes, with the purpose of identifying someone of a certain characteristic. The tests used for this purpose vary in complexity, and can include cognitive ability assessment and personality tests. There are many benefits to using psychometric testing as a part of recruitment or selection processes such as identifying the best candidate for a job based on the skills required and the personality traits of the candidate. This can also help in reducing biases in the process of selection and recruitment. Psychometric testing can be used as a part of the recruitment or selection process and can contribute to identifying the best candidate for a job.
1. Recruitment:
Recruitment is the process of finding, attracting and selecting the best candidate for a job. Recruitment can be done by using job advertisements, employment agencies or word of mouth to get candidates interested in a position. Psychometric tests are used in recruitment to find out more about applicants such as their personality, cognitive abilities and their level of knowledge. It is important to ensure that the psychometric test should be given during the initial stages of recruitment so as to avoid giving it towards the end of the recruitment process, which would result in applicants not attending interviews as they have already been rejected through the testing.
2. Screening :
Screening is the initial process to find out which applicants should be interviewed for a position as part of the recruitment process by identifying those with the most potential for success at an organisation. Psychometric tests are useful in this process as they can identify a range of different characteristics, such as cognitive ability and personality traits, which are important for candidates who will be interviewed. It is important that the psychometric tests are given in the screening stage of recruitment, as it will help eliminate unsuitable applicants from the process.
3. Interviewing:
The second stage of recruitment is interviewing, where a selection panel interviews candidates to determine if they are suitable for a position and if they meet any requirements as part of the selection process. Psychometric tests can be used in this stage of recruitment as well to help identify who would be best suited for a position based on their personality traits, cognitive ability and knowledge levels. It is important that candidates are informed before they are due to undergo interviews so that they can prepare and understand what their expected role will be once employed in order to improve the chances of success.
4. Predicting Job Performance :
The outcome of a psychometric test can allow employers to determine the success of an applicant in a role by looking at past behaviour. Psychometric tests are increasingly used to predict how well candidates will perform in certain roles, instead of relying on interviews alone. This can benefit employers as they will be able to select the best candidate based on predicting their performance and not just based on their personality or past experience. The ability of a psychometric test to predict job performance can be attributed to the fact that it is able to determine certain traits such as mental ability, personality and cognitive ability.
5. Employee Selection:
Employee selection is used after a job advert has been placed in order to find the best candidate for a role and reduce the bias that may occur when deciding on candidates through interviews alone. Psychometric tests should be used throughout the employee selection process and not just at the initial stages, in order to ensure that no biases have occurred over time in recruitment processes. It is important to ensure that the psychometric test is suitable for the role in question and that it can predict any job performance requirements.
6. Employee Development:
Employee development is used as part of the selection process to ensure that employees are able to perform at their best in their role. Psychometric tests are used in employee development as they allow employers to assess if an employee may be lacking certain skills or abilities, which they may need in order to perform better in a certain role. Psychometric testing can also help identify if potential employees have the potential to develop and grow over time which can allow employers to profit from the investment of training.
7. Job Performance Improvement:
Psychometric testing can be used by employers in order to decide which areas of an employee’s abilities need improvement and lead to better performance at work. The results of psychometric tests can be used by employers to determine if there is a problem in an area of the job performance and what the solutions are. This can lead to better training and development for employees which will increase the performance of employees within their role and improve the ability of the employee in their role. It is important that employers are aware of this in order to encourage employees to undergo psychometric testing for the best results.
8. Performance Monitoring:
Psychometric tests can be used during the performance management process to determine if an employee is meeting the requirements set out in their job description and how they are developing over time. Psychometric tests during this process allows employers to measure employee performance and find out whether specific goals have been met. This can aid with planning for training and development of employees in order for them to grow within their role. It is important that employers are aware of this when using psychometric tests in performance monitoring to ensure that employees understand the expectations and how they will be measured.
9. Performance Appraisal:
Psychometric tests can be used as part of the performance appraisal process to evaluate if an employee is meeting the requirements set out for their role. Psychometric testing can aid with selection, development, improvement and monitoring of employees during the performance appraisal process as it allows employers to see any strengths or weaknesses in employees and determine whether they are meeting certain criteria in their role. It is important that employers consider this when using psychometric tests during the performance appraisal as employees may feel uncomfortable about being assessed or have any questions or issues with the processes practice in place.
Mercer | Mettl is a platform that allows organisations to assess potential employees, build personalised personas and assess them using psychometric methods.Their skill analysis is the practice of using psychometric tests to evaluate job candidates. The platform has a range of different tools and tests including personality test, cognitive ability assessments, behavioural assessments and aptitude tests.