Psychometric assessments

Psychometric Assessments – Importance In Hiring Process

Psychometric assessments- Key to hiring the right employee.
Why so?
Well, the driving factor of any company is its employees. Employees make a company prosper; not the machines, not the technology but people. A company’s success depends on the people working there and thus the powerhouse behind the company must be sound and effective in every manner. Psychometric assessments help evaluate that potential employee according to every aspect of the company.
In this blog, we are going to explore the world of psychometric assessments and disclose how provides the best psychometric assessments that are guaranteed to generate the desired results.

What are Psychometric Assessments?

These are tests that evaluate an individual’s intellectual prowess, mental stability, personality traits, soft skills, etc. Psychometric tests are used to assess every particular skill that a candidate possesses through a plethora of questions. These are objective and unbiased tests that are fully valid and reliable.
In today’s world, psychometric tests have become common as recruiters from various companies hire their candidates through these tests. These tests are performed during the initial interview phase to get a clear sense of the candidate’s status based on the job role.
According to psychologist Siobhan Hamilton-Phillips,
I believe that psychometric tests should be used in conjunction with one or more interviews for the job, with different people, and where possible, meeting other members of the organization. This would allow the candidate to pick up information that is hard to measure, such as the general atmosphere, how people relate to each other, and whether the candidate would ‘fit in’.”

History of Psychometric Assessments

If we dig deeper into the history of these tests, then, according to reports, it was the year 1880 when James Catrell pioneered the first psychometric assessment. He labeled them as ‘mental tests‘. After Catrell, in 1905, Alfred Binet introduced the term ‘intelligent tests‘. In 1917, Robert Woodworth developed the ‘Personal Data Sheet’ consisting of simple yes and no questions to assess WW1 recruits. This paved the way for modern-day psychometric assessments.

Science of Psychometric Assessments

According to Sir Francis Galtonpsychometrics is defined as “The art of imposing measurement and number upon operations of the mind”.
Psychometric tests help in asserting the candidate’s adaptive dexterity necessary for the workplace environment.
A person’s neuroticism levels can be examined through conditional stimuli where different situations evaluate the different traits of the person.
Psychometric assessments expose the candidate’s mental and behavioral status through assorted stimuli.

Importance of Psychometric Assessments

Why are Psychometric tests so important?
Earlier, recruiters used to select candidates based on their CVs and name-sake interviews. A candidate’s personality evaluation was not given much importance. But through research, it was found that the job performance of an individual depended not only on the intellectual capability but a major part of it depended on the mental status and the personality of the individual.
Psychometric assessments test the overall suitability of the candidate based on the job requirements.
These tests evaluate the three main characteristics of humans.

  • Cognitive Abilities: These tests evaluate the logical and analytical capabilities of the candidates and help measure brain functions such as memory, reasoning, comprehension, speed, visualization, problem-solving skills, etc.
  • Personality Traits: Psychometric tests help in identifying and categorizing the positive personality traits such as diligence, openness, stress management, etc., and negative personality traits such as self-obsession, anger, impulsiveness, etc., of candidates that will influence on the job performance and the peer relationship. These tests funnel out the deepest traits of the candidates, helping the recruiters select the fittest one.
  • Motivation and Values: These tests give a complete analysis of the candidates. The final results help the recruiters identify the motivating factors for the candidates and the values that matter the most to them.

These tests have proven their worth over time. These tests have, according to experts, the ‘psychometric properties’.

  • Reliability: A test is said to be reliable when the results are promising. If a test provides the desired results then only it can be considered as reliable. The consistency of the results based on the trials affects the reliability of tests. Different types of reliability are-
    Test-retest Reliability: When the same test is given to the same individual over and over to acquire the similar results.
    Interrelated Reliability: When the same test is given to different people to acquire similar results.
    Internal Consistency Reliability: When different tests are given to the same person to acquire similar results.
  • Validity: A test is considered valid if it does what it is supposed to do. Validity is of various types namely-
    Construct Validity: When a test measures exactly what it is intended to measure.
    Criterion Validity: When the test provides results that correlate to real-life performance.
    Face Validity: When the test appears to measure what it is intended to measure.
  • Norming: Norming means comparison of an individual’s results to the results of others with the same characteristics as that individual.

Key Aspects of Psychometric Assessments

Psychometric tests portray the actual character of the potential candidate. These tests are an accumulated array of psychoanalysis and skill testing. The following are the key aspects of psychometric assessments:

  • Objectivity: Psychometric assessments nullify bias and subjective decisions. These are devoid of discrimination and offer fairness to the candidates. Recruiters get the opportunity to make prompt and standard decisions.
  • Accuracy: Psychometric tests provide an array of tests that enable the company to hire the best talent. The tests provide a thorough and accurate analysis of candidates delineating every little detail.
  • Speed: These tests reduce the excess in the talent weeding out the relevant and appropriate candidates perfect for the job roles resulting in speedy recruitment. These tests are time-effective with the potential of examining a large number of candidates at the same time.

Different Types of Psychometric Assessments

Countless psychometric assessments are accessed by recruiters to generate hiring, developing the workplace, and achieving successful planning. Below is a list of different psychometric tests.

  • Numerical Reasoning: To assess the candidate’s knowledge regarding mathematics by the use of graphs, tables, arithmetics, etc.
  • Verbal Reasoning: To test the candidate’s prowess in understanding simple written information based on situations.
  • Logical Reasoning: These tests are non-verbal, mainly used to evaluate the candidate’s logical understanding through diagrams, shapes, or matrices. Different types of logical tests are inductive reasoning, deductive reasoning, diagrammatic reasoning, and abstract reasoning.
  • Technical Tests: These tests are performed to understand the technical prowess of the candidate. There are different technical tests such as coding tests, mechanical tests, electrical tests, spatial reasoning tests, etc. These tests focus on the ability of the candidate to understand complex technical problems, visualization regarding 2D and 3D imageries, etc.
  • Critical Thinking or Concentration Tests: To examine the candidate’s ability to solve situational problems accurately and effectively, keeping the time constraint in check.
  • Personality Tests: To categorize the positive and negative personality traits of the candidate to select the fittest and most suitable candidate. provides a range of psychometric tests ranging from ability and aptitude tests to personality tests. The platform offers assessments that fuel the recruitment process of your company and help in workplace development. Not only does the platform provide assessment solutions but it also recommends assessment types based on the job role and requirements. presents holistic assessments that evaluate the candidate’s mental stability, cognitive abilities, and personality traits providing accurate character analysis and effective job performance guarantee.

Psychometric assessments

To Conclude

The ability of psychometric assessments to speculate the most reliable and effective candidates by measuring the exact personality and behavior makes them popular. The accuracy and validity of these tests have had a great impact on the work culture showcasing great work performance and reliability.

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