Psychometric tests: A key to tool to study and analyze an individual’s behaviour and stimulus to things and people.
While on one hand, a lot of interest regarding psychometric tests, on the other hand, a lot of mistrust and confusion about its usage. For hiring teams to have all the resources in one place in their recruitment process would be more useful.
This e-book helps the recruiters and hiring managers to understand the science behind these tests and their real-world usage.
Psychometric test is not a new concept. Interestingly, such tests have been in use since the early 20th century for educational psychology purposes. It was in 1905 that Alfred Binet introduced the first ‘intelligence test‘
Ever since the evolution of psychometric tests, they have become a common feature in the selection process during recruitment. Today, most of the competitive organizations prefer these types of test as they can assess each candidate on their acquired skills and psychometric traits, rather than the educational background.
The right online assessment platform provides a 360° solution to all your hiring needs.
Looking for Psychometric Testing Software? Check out the best psychometric testing software.
Part-1: The Science Behind Psychometric Tests
Psychometric assessments are used as part of the recruitment process by employers to assess an applicant’s intelligence, skills and personality. They use the results to determine whether a person would be a suitable match for the company.
The tests are structured to accurately evaluate your capacity to work with others, process information and cope with the stresses of the job. Psychometric assessments are now conducted online in major situations. Though very occasionally an employer may use a paper test.
Psychometric tests are a standard and scientific method to measure individuals’ mental capabilities and behavioral style. Psychometric tests measure a candidate’s suitability. Also, for a role based on the required personality characteristics and aptitude (or cognitive abilities).
They identify the extent to which candidates’ personality and cognitive abilities match those required to perform the role. IN this case, employers use the information collected from the psychometric test to identify the hidden aspects of candidates that are difficult to extract from a face-to-face interview.
With the invent of AI, recruitment has become easier by many-folds.
Different types of psychometric tests
Situational judgement tests
Across the world, irrespective of the job role, situational Judgment Tests are now conducted. Therefore, it gives a clear idea and the thought process of a person when exposed to a situation. In SJTs, the candidate has to identify the most appropriate response to the situation in a given realistic, hypothetical scenario. Hence, these tests assess a candidate’s approach to solving work-related problems. In these, the candidate has to select the most effective and least effective option in the test. On the other hand, the test format consists of a series of situations. The test aims to ascertain the subject’s ability to problem solve, make decisions, and whether their working style is appropriate for the position they are being considered for.
Personality assessment tests enable employers to evaluate a candidate’s suitability based on the behaviour and the way in which he/she approached the work. As a result, these tests help employers in finding out the good fit candidates. Therefore, this serves as an indication to know whether the candidate possesses the same characteristics of your team.
A questionnaire designed to understand what motivates a candidate, in order to improve the working conditions and increase employee satisfaction and retention. Hence, the test format includes a series of statements and asks the candidate to rate whether each situation would increase or decrease motivation.
Best HR Software Solutions
Campus Recruitment Software
With our online campus recruitment software screen, hire top talents hassle-free. Everything is under one platform, from test creation to the candidate's evaluation.
Based on 321 user ratings
API Integration by Xobin
Get integrated and harness the strength of robust assessments with Xobin APIs. Save sweat and time and focus on your core offering, not building your assessment stack.
Based on 321 user ratings
Coding Skill Assessment Software
Based on 321 user ratings
Pre-Employment Testing Software:
Get access to the vast library of validated tests to screen candidates using online assessments. Simplify your recruitment process with our cloud-based Pre-employment Testing Software.
Based on 321 user ratings
Occupational Personality Assessment
The Occupation Personality Questionnaire (commonly called OPQ) is used for employee training and development. All in all, these tests will always be in a multiple choice format and scored either normatively or ipsatively. Therefore, the report for this test will evaluate a candidate’s competencies, personality preferences and workplace behaviors.
Theories of personality
The characteristics or the blend of characteristics that makes a person unique is called “Personality” (Weinberg & Gould, 1999).
The 5 break-through theories of psychometric test and personality:
Biological theory, by Hans Eysenck, suggests that genetics are directly responsible in shaping a personality type. Describing in his theory of introversion, he showed that introverts had high cortical arousal. In that case, it causes them to avoid stimulation. On the other hand, extroverts seek out outdoor experiences as they have low cortical arousal.
Sigmund Freud through his research on behavioral states that environment is just as responsible in shaping a person’s personality. On the other hand, behavioral theory only studies the observable and measurable behaviors in the environment. Internal feelings and thoughts hold no meaning in determining the personality of an individual via behavioral theory.
The works of Sigmund Freud influenced the psycho-dynamic theory. For instance, Sigmund’s works about the effects of unconscious mind and childhood experiences on personality influenced the formation of psycho-dynamic theories.
According to Freud, three components of personality were:
- Id – In personality the instinctive and primitive component is responsive to all urges and needs, referred to as Id. As a result, the Id is also kind of stubborn in its responses only to what Freud called the Pleasure principle.
- Ego – It’s the decision-making component that works according to the reality principle. It mediates the demands of the id, superego and reality.
- Superego – This component of personality is responsible for the morals and values of society.
Abraham Marslow and Carl Riogers are among the top human theorists to have come up with humanist theories. These theories deal with the importance of self-actualization and individual experience, which helps in the development of personality and motivates behavior. Free will and concept of self-actualization are vital for an individual’s personal growth.
The descriptive terms used to describe a person, such as out-going, short-tempered, and generous are all traits. The trait approach is one of the most vital areas of study in psychology that helps identify a person’s personality. However, these trait approaches are stable characteristics.
These trait forms are unique from one another. Therefore, personality characteristics define trait theory.
Concluding thoughts . . .
In conclusion, in this article we discussed various types of job specific psychometric tests in the recruitment process. Also, we have discussed the science behind the psychometric tests.
Else, you could as also chat with us!