Measure The Mind Of Your Candidate By Psychometric Assessment
To read one’s mind and know him in depth is not that easy. It needs to carry one through psychological tests and analyze the results which can help one to know him indeed. From a recruiter point of view, it is necessary to know the candidate regardless of the time limit and judge him if he will be the right profile for a particular role or not. In case the decision of the recruiter goes wrong the whole organization has to bear its cost and if it keeps on frequently the business may also have to suffer. To avoid negative impacts, the recruiters need to use some tools in the form of tests which can help them know the person indeed. The candidate is supposed to answer a few questions asked in the test and secure a score on the basis of which the recruiter decides if he will be the right person to hand over the responsibility of the concerned department or not. One of these tests is a psychometric test.
The significance of Psychometric Tests
Psychometric tests can be utilized to measure the intellectual and the emotional capabilities of an applicant or a candidate. In combination with resume, the cover letter, and many other references, a lot of companies decide for psychometric tests. This way they can have direct interaction with the candidates for internal examination. It may bring forth the personality characteristics of the candidate who has been shortlisted for some specific job role in a company. A number of companies whether they are corporate conglomerates or some mid-sized businesses include this procedure in the recruitment process. They think it is crucial for the organization to adopt the method in conjugation with the compulsory aptitudes tests or cognitive abilities and the interviews by HR managers. They are of the view that this inclusion will benefit the company in the course of time. Employers do utilize the data accumulated by way of the psychometric test to make out the concealed aspects of the applicants. They cannot get much-needed information from any type of face-to-face interview.
What do the psychometric tests evaluate?
Firstly, in case you have decided to ask the applicants to undergo psychometric tests included as a part of the application process, you must know what such tests are all about. It should be quite clear to you which applicants are fit for the particular job vacancies. However, psychometric testing evaluates an applicant in a lot of areas. But the fundamental evaluation description of the psychometric testing is about the measurement of the candidate’s mind.
It will rely on the nature of the organization or the industry you happen to be involved with to lay stress on particular psychometric testing as compared to another. It is quite right to say here that the psychometric testing evaluates:
- Aptitude or ability
By making use of these tests, you may come to know about the capabilities of the candidate or the way they perform in certain situations, what their pluses and minuses are. Also, you evaluate the way they interact with other members of the team. In place of merely going by the appearance of the applicant, the outcome of the examination or former experience, you get much more. The tests give you an idea whether the candidate is going to thrive in the environment of the organization or not.
The aptitude, as well as ability tests, shall provide you a detailed picture of the ability of the contender and his intelligence through abstract, numerical, and logical testing. On the other hand, the personality test shall furnish the complete information about the way the applicant handles given or certain situations.
Benefits of the psychometric testing for the recruiters
All companies regardless of size can make use of psychometric testing. These tests are not essentially required to be meant for the larger organizations to take in graduates. SMEs may utilize the method as well, as an important aspect of the entire recruitment strategies. But it is necessary to ensure that the contenders will undergo the test for the correct characteristics. For mid-sized and small firms it is not very important to customize the tests in comparison to the big organizations. They may be utilized to get the generalized idea of the personality and the capabilities of the applicant. The psychometric assessment does not imply that you have to depend on interviews only. Certainly, interviews and also to put the correct interview queries can be said to be vital to the recruitment drive of any company. But, in case you happen to be in charge of the recruitment drive of your company, it will come to your notice that interviews do not always follow the given plan, particularly, as you are eager to recruit more appropriate graduates in the organization.
Several contenders may prove to be perfectly fit for the job role, but they do not do well in the interview. It can happen due to nervousness, due to wanting for earlier interview practice, or because the contender is not having a good day.
On the opposite side, a lot of applicants are full of self-confidence or may be well familiar with the skills of interviews. They can give loads of correctly practiced answers in response to the questions. Such rehearsed answers shall mean that the candidate is well suited or not for the specific job. Recruitment can be said to be just filling the job vacancies with the suitable applicants, and that all by themselves – recruiters – interviews are not capable of evaluating abilities. Psychometric testing offers the employers a benchmark where it is possible to draw comparison amid the candidates who happen to apply for the job. Moreover, you can also measure the capabilities of the candidates already in the company against the new batch of applicants. As you introduce this kind of psychometric testing, it means you are not required to sit and bother your brains. Or it is not needed to remember about everything each contender said in an interview.