In India, the recognised benefits of psychometrics largely remain unrealised as almost half the companies acknowledge not using it and as many as one in three have never explored it.
However, that only 9% companies are unwilling to explore a new tool indicates a keenness among the vast majority to leverage advanced psychometrics and signals a need for improved awareness and access to superior tools.
These are some of the findings of The State of Psychometric Assessments in India study conducted by global advisory, broking and solutions company Willis Towers Watson. Interestingly, more Indian domestic organisations use psychometrics as compared to MNCs.
At its most basic, psychometric assessment is the science of applied psychology which is intended to identify specific personality traits that could highlight the suitability for specific roles. The study polled over 100 of India’s top organisations and HR leaders to understand why companies in India lagged their mature market counterparts in realising the benefits of psychometrics, which can play a pivotal role in broad-based talent development.
Currently, psychometrics is primarily used for recruitment and selection in India. Application for talent assessment and development was around 50% for most management levels, but at entry level it was a mere 7%; perhaps another indicator of the need for improved awareness around its benefits.
See: Hiring Tools – Psychometric Assessments Vs Predictive Analytics
Worryingly, despite succession planning being a key stated challenge for companies in India, the application of psychometrics in addressing this is low with only 28% using it at senior management and 13% for middle management.
Shatrunjay Krishna, Director – Rewards, Talent and Communication, Willis Towers Watson, said, “Imagine how valuable it would be to hire only those employees likely to be engaged? Psychometrics, as a science, is yet to be fully explored and leveraged in India. In an increasingly competitive world, only traditional methods such as interviews or aptitude tests may not be enough. Identifying, retaining and developing the right talent require precision that psychometric assessments can provide.”
Despite its proven value, there remain some barriers to successful penetration. More than one-third of companies who don’t deploy psychometrics, said they have either never explored the option, had low buy-in from the business or lacked training opportunities.
Shatrunjay Krishna further stated, “It is encouraging to note that a vast majority of companies in India are willing to explore a new psychometric tool. Investment in training and developing a cadre of psychometric practitioners would lead to organisations understanding its impact on the talent cycle, which in turn will lead to a wider acceptance and right selection of instruments.”
There is great opportunity for companies in India to broaden their use of psychometrics. By using psychometric assessments across levels, HR and business leaders can ensure that no talent is overlooked and that important workforce strategies like high-potential development and succession planning are suitably managed. In short, a holistic approach to psychometrics can be a cost-effective way for companies to create a high performing and engaged workforce.
Also read: How Can Organisations Make the Most out of Psychometric Testing?
Image credit: psychologymajors.com
