The global recruitment and staffing market will reach $568.29 billion by 2028.
When recruiting new employees, it can take time to determine how well someone will fit into a role. Most recruiters will start by looking at things like education and experience. It’s also important to determine if someone has a suitable character for a given position.
A psychometric test can be used to understand someone’s personality better to see if they’ll do well in a particular role.
Keep reading to find out more about psychometric tests and why companies use them while recruiting employees.
What is a psychometric test?
Psychometric testing is a way to analyse various characteristics of an individual. This can include tests like aptitude and mental capacity. Some recruiters use this when deciding how to hire employees to get a better view of the candidates.
Psychometric testing has been used for over 100 years, providing very effective results. Beyond regular jobs, these tests were also used in both world wars to test for neuroses in recruits.
The nature of psychometric testing has changed over the years. Modern tests, often called “cognitive tests”, focus on aptitude.
One of the most common tests today is the Myers-Briggs Type Indicator Test. It gives a better look at the personality of different candidates. Using just this test can be limited, so most recruiters use multiple tests to get better results.
How are psychometric tests used in recruitment?
Psychometric tests are one of the most effective ways to assess a candidate’s individuality when recruiting employees. It measures traits such as:
- Communication style
- Aptitude
- Emotional intelligence
These provide a clear image of the type of person they are. With this, a recruiter can see if they are a good fit for the job they’re applying for.
Doing this helps ensure employer and candidate relationships stay more stable.
- It improves job satisfaction, which leads to reduced staff turnover and improved productivity.
- These tests also highlight a candidate’s problem-solving capability and logical processes.
Depending on the nature of a job, these can be fundamental traits.
Benefits of psychometric testing
Many recruiters include psychometric testing to some degree. They offer several benefits that help improve the hiring process.
1. More effective recruitment process
Conducting interviews is often very time-consuming. There are usually multiple stages, and streamlining each stage can make things more efficient. This can be more important when a large number of candidates are being screened for the role.
A recruiter can use psychometric tests to narrow down the list to the most suitable candidates quickly. While someone might seem the ideal employee on paper, psychometric testing may reveal certain traits that align with the job role. Doing this before the interview stage can save a lot of time.
Strengths-based psychometrics tests are used through the final stage of the recruitment process. It helps determine how that person will fit into the current culture, giving the hiring manager an idea of how that person will work best.
2. Identify candidates with the most potential
Finding the best talent is an ideal way to ensure productivity throughout a company. Psychometric testing doesn’t look at past achievements but rather inherent ability. This shows if someone can learn new skills with ease and how well they’re likely to perform.
You might have several candidates with similar experience, making it hard to see who is the best fit for your organisation. With psychometric testing, you can see more clearly how well each one will perform in the future, which (for a new job) is far more crucial.
The impression you get of a candidate in an interview might not be an accurate representation. Some people may be overconfident, and others might be nervous. Using psychometric tests will give a more authentic view of candidates.
3. Ensure the right culture fit
The culture of companies has become incredibly important in recent years. Businesses have become aware that the most qualified person isn’t always the best for the job. If an employee’s character doesn’t align with the company’s views, it can cause issues for them, the employer, and other workers.
Because of this, it’s crucial to determine someone’s personality before hiring them. This will ensure a smooth transition into the job, and you can be more confident that they’ll work well with their colleagues.
When to use psychometric testing in the hiring process?
If there are a small number of applicants for a job, psychometric testing might be optional. It’s far more crucial when there are a lot of applicants. This is because it helps narrow the pool down efficiently and highlights the top talent to move forward to the interview stage.
Another situation where psychometric tests are considered more important is for high-profile positions. Hiring the wrong person in such a position can have significant consequences, so it’s essential to go through an in-depth screening process.
Some companies use psychometric testing for more uncommon roles. This is because many applicants have little relevant experience. Getting a better insight into the qualities of candidates can highlight the most suitable among them.
For some jobs, the personality and natural ability of the employee are more important than technical skills. This is common for positions where training happens on the job.
Are psychometric tests better for recruitment?
Some jobs don’t require a psychometric test in the hiring process. However, it is often beneficial to use psychometric testing for many others. It will give a clear view of candidates’ personalities, making hiring the best person for the role easier.
When it comes to current employees, you’ll want them to be the best versions of themselves.
Strengthscope is a strengths development organisation that can help companies in the recruitment process by providing strengths-based psychometric tools to not only choose the right candidate but keep them engaged and energised.
For more about how we can help your business, click here to contact us today.
