Leveraging Psychometric Assessments for Better Hiring Decisions

Leveraging Psychometric Assessments for Better Hiring Decisions

Among many trick questions used to help employers reveal hidden motives of job applicants, there are also those that are heavily rooted in science. These make up the psychometric test for hiring. The foundations of these type of tests are laid down by some of the greatest names in the history of science, such as Charles Darwin, Sir Francis Galton, and E.H. Weber.

Today psychometric assessments are widely used to help business hire the right job applicants. But before you are clear why it is important to use a psychometric test for hiring, you have to find out a thing or two about this powerful psychological measurement.

What is a Psychometric Test?

Online psychometric tests are not like any other tests that you will find out there. They are a standard and scientific method constructed to measure both the behavioral style and mental capabilities of the people. This is what makes them a tool with great potential for employers who want to identify the candidates that match a very specific job role and company culture.

Some of the most famous psychometric tests out there are based on the psychometric theories validated in practice. These include:

  • The Big Five Theory – Commonly used by human resources professionals to profile the job candidates.
  • The Big Five personality traits are Openness, Conscientiousness, Extroversion, Agreeableness, and Neuroticism.
  • Iceberg Model – Psychometric tests based on the Iceberg Model help employers discover the mental model, supporting structures, and the patterns of behaviour in job applicants.
  • Watson Glaser – A theory that made it possible to design psychometric tests to assess a job applicant’s ability to digest. Also assesses understanding information and situations.
  • Raven’s Progressive Matrix – A psychometric test measuring abstract reasoning, the person’s ability to solve novel problems, independent of any previous experience and knowledge. Simply say, an IQ test.

What are the Different Types of Psychometric Test?

By looking at the theories we have mentioned above, it becomes very clear that there are basically two types of psychometric tests. In one group, there are tests that measure personality traits and, in the other, there are those that measure a person’s cognitive abilities.

However, it is important to notice that in employees and candidates testing psychometric tests can also be used to measure person’s knowledge and skills. This is why we are going to share with you a slightly different psychometric test specification.

General Psychometric Tests

  • Aptitude tests – They are constructed to measure a candidate’s knowledge and skill level.
  • Verbal reasoning tests – These present candidates with verbal arguments. Designed to measure the person’s ability to comprehend these arguments. They are vital in testing candidates for job positions that require this specific type of skill.
  • Numerical reasoning tests – Used to measure person’s ability to comprehend and analyze numerical data. Candidates quite often have to perform calculations.
  • Abstract reasoning tests – A way of measuring a person’s ability to solve problems when they have to work with and understand the information that is completely new to them. In fact, these test the candidate’s analytical and conceptual thinking.
  • Knowledge tests – These tests are quite popular in the world of human resources as they measure the candidate’s proficiency in a very specific area.
  • Personality and Motivation Questionnaires – Personality questionnaires are constructed to discover candidate’s personal preferences when it comes to working environment and teams. Motivation questionnaires aim to discover and help HR officers understand what motivates a specific candidate.

Specific Psychometric Tests

Specific psychometric tests are constructed to measure either one or multiple factors. The list is quite extensive and we are going to stick only with the frequently used ones:

  • Big Five Profile – As we mentioned above, tests based on the Big Five theory measure candidates five personality traits. For instance, These tests can be used to help HR officers to find out whether the candidates fit well into the existing company culture.
  • IQ Tests – These tests are designed candidate’s intelligence. There are many of these tests out there. We have already mentioned one of the popularly used ones – Raven’s progressive matrix.
  • CTPI-100 – The Central Test Personality Inventory for Professionals is a test commonly used in the assessment of candidates applying for executive-level and managerial positions. It measures candidates competencies and personality traits directly connected with people, changes, task and self-management.

Having different types of psychometric tests at your disposal is quite convenient, as you can identify to which extent the job candidate’s abilities match those required in the position they are applying for.

Depending on which test you choose, you will be able to measure quite a large range of skills, such as abstract, numerical, and logical reasoning, personality traits, educational achievement, knowledge, and abilities.

These tests are quite handy because they help human resource experts discover hidden aspects of job applicants. And we have to agree that sincerely talking about, let alone assessing, personality traits and cognitive abilities in a face-to-face interview is borderline impossible.

Why Use a Psychometric Test?

Leveraging psychometric assessments for better and faster hiring decisions is not a new practice among employers. These tests are used for the variety of reasons.

Ability to Make Data Driven Decisions

Thanks to these tests employers can make data-driven decisions and hire not only the best, but also the right kind of talent. Hiring new people is a risky operation especially if the organization has to invest into their training and onboarding process. Psychometric tests help organizations minimize the risk in the hiring process by delivering actionable data.

When Time and Resources are Huge Factors

Psychometric tests are used in the early stages of job interviewing process. They help employers quickly identify job applicants who fill the requirements of the job position in question. In other words, psychometric tests help consistently narrow down the options employers have. This can be extremely helpful for organizations that have to deal with great deal of job applicants from the day one.

They are Accurate and Unbiased

There are other benefits psychometric tests have to offer to human resources experts. They are statistically examined, which makes them very accurate tools. Besides, they are unbiased and objective to the bone. This is one of the primary reasons employers have added them to the job applicant assessment toolbox.

Effortlessly Compare Job Applicants

The data generated by psychometric tests is particularly valuable. It puts employers in a position to compare all job candidates to one another and to the expectations set before the testing even begun. Having access to this data can be helpful in future hiring efforts. Employers can compare how well the tests predicted the behavior and cognitive capabilities of employees.

Standardised Job Interviewing Process

Psychometric assessment standardizes the job interviewing process. All candidates are presented with same instructions and same questions, which removes the possibility of bias and complaints. Since they are rooted in science, the results are very difficult to fake, which further adds to their value.

We hope that this information answers the question: “Why use a psychometric test?”

When are the Psychometric Tests Used?

The uses of psychometric may vary. For instance, they can be used in instances when employers want to make sure to hire only the best job applicants. Or when there are too many job applicants and the time and resources are the limiting factors. Psychometric tests can speed up the hiring process by drastically narrowing down the options for the interviewing phase.

They are particularly useful when recruiting members for remote teams. As face-to-face interviews over Skype or similar means don’t provide enough input for human resource specialists to reach business decisions.

What the Glider Psychometric Assessment Has to Offer?

The Glider psychometric assessment for recruiting is based on the best practices in the industry but powered by cutting-edge technologies. If you choose to use Glider psychometric assessment services, you will gain access to the world’s largest database of interview questions. The different types of psychometric assessment tests also make hiring even easier.

On top of that, Glider has optimized their tests, allowing you to find and use questions for every job role, like with the Psychometric Tech Assessment. The accuracy, consistency, and relevance are ensured through Glider’s continual research-oriented approach to psychometric assessment. Most importantly, even though Glider uses the latest tech, it is still a user-friendly platform.

We are also thrilled to share with you that SLH uses Glider psychometric tests to evaluate candidates. SLH specializes in helping companies drive efficiency and productivity through better and deeper employee insights.

To achieve this, SLH always strives to find and implement scalable, but also reliable assessment tools. Glider.ai was recognized as their valuable partner. Simply because we offer exactly that with an Artificial Intelligence on top, to streamline and automate the hiring process.

Lastly, Glider offers powerful Reports and Analytics that human resource specialists and employers can use to stay on top of their recruitment efforts and reach accurate, data-driven business decisions.

Hopefully, you now why leveraging psychometric assessments results in better hiring decisions. Introducing science to the hiring process. And making it easy for everyone to use Glider, helps businesses around the globe hire the right candidates faster.

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