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. 

See also: Hiring Tools – Psychometric Assessments Vs Predictive Analytics

The importance of psychometric profiling 

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: 

• To select and develop employees and candidates in terms of self-awareness, understanding and team communication
• To facilitate career guidance, interests and values inventories
• To provide necessary information that can be used in coaching in order to help people understand their strengths 
• To understand the needs for improvements in order to facilitate learning and growth
• To assess the suitability of employees or candidates for promotion of assignment 
• To explore the match between candidates and roles
• To assess and develop future talent and leadership potential 
• To identify training and development needs 
• To improve the quality of matching, role-based profiling and screening

Types of psychometric test 

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. 

1- Achievement test 

Purpose: To help recruiters measure employees’ accomplishment in specialised expertise, knowledge or skill. 

Types of test: 

• Diagnostic achievement test – helps employers assess candidate’s achievements from preliminary level to expertise. 
• Survey battery – a type of test to assess individuals at a junior level. 
• Single survey test – focuses on individuals with one area of expertise. 

2- Attitude 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. 

3- Aptitude test

Purpose: To provide information about candidates’ ability to cope with future job requirements. 

Type of test: 

• Personality test – measures candidates’ attitude towards stakeholders, project management style, ability to cope with stress, etc. 
• Verbal reasoning test – measures candidates’ written and oral skills. It ascertains the individual’s ability to efficiently convey information and work concepts, etc. 
• Abstract reasoning test – measures candidates’ conceptual reasoning skills. This test helps ascertain a candidate’s ability to integrate complex information, learn new information quickly and its use in solving work-related problems. 
• Numerical reasoning test – measures more of a candidate’s ability to accurately analyse numerical data quickly, identify critical issues, interpret graphic data, and provide logical conclusions.

Read also: New to HR? Here’s 4 Important HR Metrics and Its Function