A Psychometric test is a scientific and standard method used to determine the actual aptitude and abilities of a candidate for the job/role they apply based on the personality traits and results of the test.

Although no psychological or physical test is 100% reliable for understanding a person’s abilities, strengths, and weaknesses. Still, some tests that are made according to company norms can be depended on to make selections of employees easier.

Through these tests, HRs and Learning and Organizational development Department recruiters must make fair and unbiased judgments. These tests for hiring employees enable the professionals to make impartial choices based on results. And perhaps the validation of an acceptable result is what ensures that a new employee won’t let you down.

Why use Psychometric tests for Employment?

While measuring a candidate’s educational achievements, punctuality, skills, and appearances are easy, behavioral traits are much difficult to measure. The above-mentioned dimensions of a candidate’s life can be more than convincing to want to hire them. But to validate their aptitude and capabilities, taking a psychometric assessment test is extremely important.

The employers who conduct these tests during their multiple round interviews with candidates, who clear them all up to the assessment round, can be assured to find a near perfect fit for the job/ role they are looking for. As mentioned, it may not be a 100% reliable result, but it is reliable to an extent rather than just a plain interview.

Generally, one should go along with their gut instincts while making decisions but while hiring a candidate for a job, the psychometric assessment helps you evaluate an array of the candidate’s personality like intelligence, critical thinking skills, decision making, motivation and an overall idea of their capability to handle and deliver on the job.

Analysis of Psychometric Assessment

Even though there is no fixed ‘good’ or ‘bad’ score on a psychometric assessment test, the employers generally set the passing score for their respective organizations. Moreover, different jobs require a different set of abilities which WE can calculate only by customized tests. The tests are mainly two parts of assessment levels- verbal reasoning and abstract reasoning.

Employers can have their candidates sit through multiple tests to land on a firmly validating result on whether to employ someone. It is unlikely for employers to give the candidates a minimum percentage they may require attempting from all over the test, a candidate must prepare fully in advanced to attempt as many questions as they can.

What do Employers and Recruiters Look for in Test Results?

All results and hiring criteria deviate from each other. However, a generalized list of what recruiters and employers might look for in a possible future employee’s assessment result is:

  • Thoughtful and attentive to the needs of the team/ other people.
  • Above average inter and intrapersonal skills.
  • Critical thinking abilities.
  • Emotional elasticity and resilience.
  • Strong will to achieve set goals and deadlines.
  • Willingness to overcome obstacles in the workplace.
  • Good leadership or team member qualities.
  • Ability to take correct independent initiatives.
  • Compliance with rules and regulations in the workplace.
  • Ability to work collaboratively with fellow colleagues, seniors, and clients.