Benefits of Psychometric Testing in Selection Process

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Definition:

‘A psychological test is any procedure on the basis of which inferences are made concerning a person’s capacity, propensity or liability to act, react, experience, or to structure or order thought or behaviour in particular ways’ The British Psychological Society

Put simply, psychometric means ‘mental measurement’, so a psychometric test can measure aspects of the individual such as ability, personality, motivation, competencies, behaviours and interests.

Benefits:

Some of the benefits of using psychometric tests as part of the interview/selection process are:

  • Objective – not influenced by personal feelings or opinions
  • Systematic – working to a fixed plan
  • Reliable – able to be trusted, because they are consistent across administrations and sample groups
  • Valid – measures of what the tests set out to measure

The candidate benefits from:

  • Equality and fairness of treatment for all test takers.
  • All candidates are being assessed against each other, under controlled conditions, regardless of gender, diversity of background or age

The company benefits as testing can help them:

  • Identify the candidates with the potential to fit job demands and be high performers (recruitment, selection, and promotion)
  • Reduce time, costs and mismatches in recruitment and selection
  • Clearly demonstrate fairness and equal opportunities for all

Why Use Selection Tests:

The rationale behind using tests in selection is the better an individual performs on a test, the better that individual will perform in the workplace.  The skills tested must be specifically applicable in the job. For instance when looking for a PA it would not be appropriate to test for mechanical or spatial ability.

Tests should not be used on their own, as a sole basis for hiring people, but should form part of the selection process.

 Types of Selection Tests:

There are 100’s of tests available so the company needs to select the most appropriate test for the skills they are looking for.

  • Intelligence/Ability tests
  • The Golden Triangle – looks at job analysis, person specification for the role and candidate Test results
  • General Ability Tests (GAT)
  • Aptitude tests
  • Critical Reasoning Tests
  • Personality Tests
  • Work Style Tests – Thomas international Personal Profile, Hogan
  • Work Style Inventory – DISC

Note:  The word ‘test’ is generic: Some tests are not tests per se, so can be interchanged with words like questionnaire, inventory, tool, assessment or instrument.