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Talent Assessments - Psychometric Testing

Psychometric tests are useful because although someone’s CV might show them as the ideal candidate, there is much more than what is on paper that could determine how they approach work. Things like personality and communication skills should be tested as well to see their suitability. Therefore, they allow you to get a better view of the candidate, as you can gain an insight into how they solve problems, sort out data and much more.
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What is it?

These tests are used to see talent’s attitude and behaviour, intelligence and mental abilities. There is a range of tests that can work out if a particular candidate is suitable for a job, each giving a different insight into a candidate's capabilities. Psychometric tests are different from other tests candidates might face. Traditional ones focus on qualifications and experience, whereas these test other attributes and are much more in-depth.

Why is it vital when recruiting?

In today’s world, there is fierce competition when it comes to getting a job, and this can make recruitment processes more challenging. You can very easily hire someone who seems like a great candidate but all too soon you could realise that they don’t fit in with the team as much as you’d like. These types of situations are frustrating and should be avoided.

Therefore, a measurable assessment like psychometric testing can be useful to see these attributes and how they might act in your organisation. It also ensures that this insight is done fairly with no bias. Psychometric tests are objective and standardised, so you know the results will be reliable and fair. For example, in a career in the medical field like a paramedic, patience and caring need to be shown. Spending a bit of extra time to run psychometric tests can save you money and time in the long run, ensuring you really are hiring the right person.

The Benefits

The data that psychometric tests provide can help you make a more informed decision about who you’ll hire. It will allow you to understand how someone might act in a certain scenario or high-pressure environment.

Understand candidate emotions

Tests can allow you to understand their emotional intelligence, this is a great indicator of how they might work within your team and how they choose to communicate.

Test their intelligence

Whilst a candidate might have all the relevant qualifications on paper, a test to work out their intelligence can be really telling of their cognitive ability. Cognitive ability influences all sorts of things like learning new things and much more.

See future leaders

Psychometric tests can determine if a candidate has any leadership potential, this is useful to know when hiring as you can see how they could fit in with the growth of the company.

Understand their behaviour

Perhaps the most important advantage, these tests can give you the all-important insight into how the candidate will behave in your organisation. From communication to their motivation, you will learn about their behaviour.

Ensure your recruitment process is consistent

These tests will ensure a part of your recruitment is consistent, so every time you’re hiring you have an insightful benchmark to help you make your decision.

Brings to light ability rather than experience

Experience can be useful but a candidate's ability will truly let you understand how they can perform in your organisation. This skill set is worth knowing.

Saves time

A few psychometric tests will tell you a lot about a candidate and won’t take up much time. If you’ve got multiple candidates these tests can help you make a shortlist of the very best quickly.

You won’t just have to rely on interviews

Whilst an interview may be useful to meet candidates and learn more about them, everyone has off days and some people just aren’t good at interviews. Alternatively, some candidates will perform well in interviews but won’t fit into your workplace well. These tests allow you to see more than just their interview performance, they’ll give you some interesting insights.

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The different types of tests

There is a range of psychometric tests you can use depending on your organisation and desired outcomes. In terms of aptitude tests, there is error checking, logical, diagrammatic, inductive, verbal and numerical tests. There are also behaviour tests to see how they communicate and personality tests that learn about their interests and values. These two are great at seeing how the candidate might fit within your organisation. Similarly, there are also emotional intelligence tests that can see how they deal with emotions and how this impacts their behaviours.

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