What Is Psychometric Testing In Recruitment? And should you do it?

Posted December 2, 2022

Psychometric tests are often used by employers to screen potential employees for jobs that require specific skills. These tests measure an individual’s ability to perform a task. Such as reading comprehension, maths, or problem solving.

They are often used by employers when they are looking to fill a position. With a candidate who will fit into their company culture.

Psychometric testing is also used to assess how well candidates will work together within a team. This type of test measures how well a person interacts with others and whether he or she fits into a group. This is similar to how Your FLOCK works with our team values alignment to help increase employee retention.

What Are The Different Types Of Tests?

There are three main types of psychometric tests:

aptitude tests,
personality tests,
and cognitive ability tests.

Aptitude tests: Measure a candidate’s ability to perform certain tasks, such as math, reading comprehension, and problem solving.

Personality tests: Measure a person’s character traits, such as honesty, dependability, and leadership.

Cognitive ability tests: Measure a person’s intelligence, memory, and reasoning skills.

And of course, there are tests around value alignment. Like Your FLOCK the employee retention platform. Which can be used in the recruitment process too. But is mainly used afterwards. But… The more traditional psychometric tests are used to determine whether candidates are suitable for specific jobs.

For example, if you’re applying for a job at a bank, you might be asked to take an aptitude test to see if you’re qualified to work there. If you’re applying for a position at a company that requires strong communication skills. You might be asked questions from a personality test to see if you possess those qualities. And if you’re applying for an entry-level sales position. You might be asked a series of questions from a cognitive ability test. To see if you have the necessary knowledge and skills to succeed in that role.

Psychometric tests are used by many different industries. From retail stores to healthcare facilities. In fact, according to the Society for Human Resource Management (SHRM).

“Nearly half of U.S. employers use some type of psychometric test during the hiring process.”

Why Do Companies Use Them?

Psychometric testing helps companies make better hiring decisions. By identifying candidates who will fit well with the company culture and work environment. It also helps companies identify potential employees who might not meet minimum qualifications. But would excel at a particular position.

Your FLOCK links into your personal values and so it could be seen as a personality survey or profile. But it is more linked into the behaviour those values bring out in someone that is of key interest from a group or team dynamic pov.

When Should You Use Psychometric Tests?

Psychometric tests are designed to measure personality traits such as:

conscientiousness,
agreeableness,
extroversion,
openness,
and emotional stability.

These tests are based on the theory that people who share similar characteristics tend to behave similarly. For example, if you are highly conscientious, you are likely to follow rules and regulations. If you are highly agreeable, you are likely to get along well with others. And if you are highly open, you are likely to seek new experiences.

Psychometric tests are often used during the interview process. To help employers decide whether an applicant should be hired. They are also used when making decisions about promotions, training opportunities, and other career development opportunities.

The tests are usually administered by human resources professionals or psychologists. Some companies hire outside consultants to administer the tests.The most common types include personality assessments, aptitude tests, and behavioural interviews.

Your FLOCK is slightly different. As Your FLOCK as an employee retention tool – is often used AFTER the recruitment process. To see how different individuals work together in a team. How much they are aligned. And what kind of help the team leader can give them.

The team leader or manager with our software can do everything they need to do to discover their team and company culture. And to help their team stay together for longer. Increasing their employee retention and decreasing the costs needed in further recruitment. Which is how Your FLOCK can save companies thousands of pounds.

Conclusion.

Psychometric testing, or personality profiling, can be useful in recruitment, as part of a robust selection process, to understand whether candidates would be suitable for a job role and how they might fit in with your team.

However, as HR experts www.realityhr.co.uk rightly state:

“Psychometrics must be used with caution. You should ensure you use a tool that is designed to support a robust process, and never base any hiring decisions on personality profiles alone.”

And as specialist website Recruitee points out…

You should always consider many factors as well. Including how well their values align with your team. We are, however, often used by recruiters to recruit better recruiters. And help increase employee retention in the recruitment sector. Which traditionally has a high turnover rate of staff.