For the purpose of selection, development and management of employees, many organizations and companies utilize psychometric assessments. Psychometric assessments can be used:
- To elevate the process of decision making in assessments for recruitment and selection, and promotion.
- As an assistance to management in areas such as motivation and team building, etc.
- To recognize the needs that are targeted for the development of the employee such as employee counseling and organizational areas of management of change or succession planning.
Psychometric assessments act as a provider of insight to the potential employee’s or employee’s mental abilities, skills, intelligence, personality traits, motivation and interest. It evaluates the potential employee’s psychological capability as well as their psychological compatibility with other employees.
Psychometric Assessment can bring about significant gain for the organization in terms of increased efficiency and output, better quality staff, higher morale, more effective performance, lower training costs and reduced turnover.
Psychometric assessments are of two types:
- Ability tests: Innate abilities are assessed through ability tests. This includes numeracy, verbal reasoning, special awareness and logic. Here, the questions are multiple choice questions in which there is one correct answer. The battery of tests also consists of tests that measure abstract reasoning, spatial ability and mechanical ability.
- Personality inventories: Personality questionnaires are self-report measures which aids in the drawing up a profile that is based on the response to the given questions. Unlike aptitude tests, there are no right or wrong answers as well as time restrictions for responding to the questions.
The mechanism of personality inventories are representative of an individual’s demeanor and reactions in situations.
|Advantages of psychometric assessments||Disadvantages of psychometric assessments|
|The results are relatively accurate and appropriate when compared to those acquired through other means. This is because psychometric tests are usually standardized and those should be used. Also, as these are carried out in groups, they save time too.||As many firms are developing such psychometric assessments, the organization should be aware of the use of authentic tests and differentiate it fork the incompetent ones. Such disclination is carried out by trained professionals who are employed by the organization itself.|
|As many firms are developing such assessments they are cheaper to acquire and even if the popular ones are expensive, they are the one time investment that will benefit the organization in the long run.||The absence of right training, that is incompetent individuals who are not trained in the field should not be deployed to execute such tests as the result may not be appropriate and their decisions are accurate. These psychometric assessments require adequate experience to benefit the organization.|
|Also, the costs incurred by the company as losses due to the non-performance of staff, high turnover rates and underrated recruitment are more higher than the costs that is tagged with this method.||In some cases, companies may have to incur additional cost to train people or hire a third party to eliminate the prospect of misjudgement of test result. However, this may not be seen as a continuous con for the organization as this may benefit them in terms of long term goals.|
|Thai method ensures an unbiased approach to the process of selection and recruitment as well as in the employee retention and other organizational decisions.||The potential employee may do some research regarding the psychometric assessments which may aid them in altering their response to bring about the desired result that would fit well with the company’s requirements for the role.|
|Psychometric assessments as mentioned earlier can provide a profile of the employee such as strengths and weaknesses which aids the recruiters in managing the employees and this further aids the candidates career progression.||Nervousness, undue pressure due to limitations on the lmtime, lack of consideration for cultural background or language barriers may increase the risk of overlooking potential employee for the role and rob such individuals of a just opportunity for the desired role.|