Psychometric is derived from two words: “psycho” means mind and “metrics” means measurements. In a simple definition, psychometric can be described as measuring things related to the mind. When put into recruitment, HR professionals often refer to psychometric profiling (psychometric assessments) that means a convention and analytical procedure for measuring people’s mental capabilities and behavioural style.
Psychometric profiling is often used during hiring procedure, both internally and externally, to gauge whether candidates or employees are suitable for a job profile. The measurements are done through the basis of the required personality characteristics and cognitive abilities.
With the growing average age of employability, assessment tools in recruiting are being demanded more and more, a study found. Organisations find psychometrics an absolute necessity in running their businesses. The testing, profiling and assessments could be used to the following functions:
A psychometric test involves assessing an individual’s proficiency by measuring several psychology variables, including aptitude, achievement, personality, intelligence, performance, and the like. The assessment is done by measuring the result of one or more of these variables, depending on the employer’s preferences and needs. Here are some tests that can be done to assess these variables.
Purpose: To help recruiters measure employees’ accomplishment in specialised expertise, knowledge or skill.
Types of test:
Purpose: To create a harmonious workplace towards minorities. Employers often conduct this test to seek a blend of attitude with existing employees while bringing in new hires.
Type of test: Attitude test might require evaluation of several variables. For instance, the testing of an applicant’s attitude towards women, elderly people, and disability or LGBT individuals to understand if they can work with others. If your company employs a diverse workforce and has a large number of disability workers, that means HR should bring in candidates that have no prejudice against these members.
Purpose: To provide information about candidates’ ability to cope with future job requirements.
Type of test: