What psychometric tests tell you that interviews won’t?

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Finding the right person for a job has been a problem since the beginning of time, and will affect most employers. We have been struggling to find the best way to find the best person for the job, as a poor selection can cost the organisation a lot of money in the long run. The cost of the selection process, and the cost of training new personnel adds up quickly when the wrong person is hired the first time. The new inappropriate employee can cause the loss of productivity and revenue of the company, reduce efficiency, increase overall absentees, and reduced morale of other employees.

Employers are attempting to resolve most of the issues in the selection process by combining a variety of methods of selection processes. Over the years, most of these new processes have been fads and were lacking in predictive validity. Today, methods like astrology, handwriting analysis, or relying on written references have been removed for more valid methods of employee selection.

There are a lot of studies that show that the modern psychometric tests are one of the most accurate predicting techniques. Many employers are starting to use the psychometric tests due to the studies results.

So what information does psychometric test gain for the employer? That depends on the type of psychometric assessment is used, there is personality tests and aptitude tests. Personality tests are used to explore the potential employees’ values, interests, and motivation, and analysed to see how they would fit with the roles of the job, and the whole organisation. The test is used to analyse behaviours, emotions, and relationships in a number of situations. There are some personality tests that are out there for you to use to find out the dark side of the person’s personality and what traits may be displayed when thing go wrong, or the person is under a lot of pressure.

Aptitude tests assess the potential employees’ cognitive ability. These tests are designed to determine if they have the right skill set for the job. This type of test is normally administered under exam conditions, with the potential employees being given one minute to answer each of the multiple choice questions. Aptitude assessments can be used to test a number of different categories like error checking, numerical reasoning, and verbal reasoning, just to name a few. Both types of tests can be used together to have a clearer picture of how the person will work in the company.

Here are top 5 questions about prospective employee which can be better answered using a psychometric tests than interviews:

Q1. Where the blame will be projected in case of failure? This is very difficult, if not impossible, to get through interview but trait based psychometric tests provide good indication for this.

Q2. Is the candidate an Individual worker or Team-worker? In interviews, all candidates say that they are team-worker but psychometric test can reveal their fundamental disposition in this area.

Q3. How much is the candidate open to feedback? This is another characteristic which can be better known by psychometric tests as a lot of candidates have ready made answers to questions related to this area.

Q4. Managerial Style? Managerial style is another thing which can be assessed better by tests than by interviews.

Q5. Image Management? There are many candidates who are expert at cracking job interview as they know how to create a strong positive image. Once they are on the job the interviewers sees that the person on ground is very different from the one she/he interviewed. Psychometric Tests can reveal this quality of candidates and counter measures can be adapted in the selection process to mitigate this kind of risk.

Finally, a caveat, Psychometric assessments should not be the only method used to select a new employee. Traditional methods like interviews should be used alongside the psychometric assessments. Most psychometric tests are carefully developed for specific purposes for the employers, and should be only used for that specific purpose.

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