Psychometric Assessment

Psychometric tests measure personality traits, intelligence and aptitude to give employers insight into how potential employees can handle stress, work with other people and adapt to a new workplace.

If you’d like to implement psychometric testing as part of your recruitment process, talk to us.

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The success of any business is dependent on how well the staff perform in their roles. An individual may pass an interview with flying colours, excel in training, and still end up failing at what the position demands of them. This results in lost productivity and revenue, decreased organizational efficiency, and a dent in the company culture, especially if staff turnover is high.

What does Psychometric Assessment entail?

Psychometric Tests measure personality traits, intelligence and aptitude to give employers insight into how potential employees can handle stress, work with other people and adapt to a new workplace

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Why should your company use Psychometric Assessment?

Psychometric Tests are generally used in the beginning of the selection process as a way of eliminating large numbers of candidates, resulting in a small pool of suitable candidates.

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Key benefits of Psychometric Testing

If your company is struggling to recruit the right talent, it might be time to consider the benefits of psychometric test in assessing candidates. This can help you find the best person for the job, first time around. 

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Psychometric tests fall into two broad categories:

01

Aptitude Tests

Aptitude tests are incredibly beneficial to recruiters as they provide a quick gauge of how much the potential employee knows and can provide information about how well they can do the work that their role will require. CVs and resumes may provide information about a person’s education, but this may not always be representative of their current skill set and aptitude tests can provide a more realistic assessment of a potential employee’s skills.

02

Personality Tests

Personality testing is beneficial on a more holistic level, as it provides recruiters with information about how well the potential employee will fit in with the rest of their group, whether they are better off working individually as well as the type of management structure that they thrive under. This allows for recruiters to select personality types that match the role they’re looking to fill.

Why Psychometric Assessment

Psychometric tests are generally used in the beginning of the selection process as a way of eliminating large numbers of candidates, resulting in a small pool of suitable candidates.

While psychometric tests are very popular in recruiting, they also have a place in other aspects of the business that deals with employee ability and personality.

02.  Used for Identification

These tests can also be used to identify any existing personality clashes which hinder productivity and move individuals to groups more suited to their personalities.

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01.  Individual Training

Instead of finding new recruits, it’s often easier and less risky to develop existing employees. This all helps to strongly focus training activities for a certain employee by helping them set goals and identifying strengths and weaknesses.

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03.  Turnover Reduction

Employees that feel valued and understood often perform better and are less likely to leave a business. Psychometric testing allows employers to better understand their employees, their motives, and values, which in turn creates more motivated employees.

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Four key Benefits of Psychometric Testing in Assessing Candidates

01.

Identifies Personality Traits

Matching aptitude and personalities to ideal job content is crucial for engaged and productive employees. Psychometric assessments can help identify an employee’s likely attitude and behaviour before they have even begun work in an organisation, meaning a clearer picture as to whether or not they will fit into the existing culture, clash with other personalities or find their new job fulfilling.

02.

Puts Candidates on a Level Playing Field

Psychometric tests are widely considered to be a consistent and reliable method to predict applicant behaviour and suitability for the role and identify strengths and weaknesses in relation to the job requirements.

03.

Adds Validity to the Recruitment Process

Psychometric assessments add validity to the recruitment process because they extract personality traits and likely behaviours that interview questions or referee reports cannot.

04.

Cost-Effective

Psychometric assessments are relatively inexpensive, and the cost of testing candidates may prove the difference between finding a candidate who is a great fit.

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