THE ULTIMATE GUIDE TO PSYCHOMETRIC TESTS

Psychometric tests are the standard and logical method used to measure the behavioral capacity and mental capabilities of people. These assessments primarily aim to gauge whether the person is suitable for a particular role based on two core skills – personality and ability.

Psychometric tests measure the unseen skills which we cannot accurately evaluate during a face-to-face interview. They are actually complementary weapons that select people for hiring and training. Using these tests for hiring any person will be effective and aid in better and more precise decision-making.

James Cattell was the pioneer of the psychometric tests. The mental test was the first term that was labeled as psychometric because the first psychometric test was on intelligence. Psychometric assessment is a way to measure the mental capabilities, personality, and behavior of an individual.

Types of Psychometric Assessment

There are different types of psychometric assessment, but they are broadly divided into two categories that are, assessment of typical performance and assessment of maximum performance.

Assessment of Typical Performance

Assessment of typical performance will measure what one tends to adopt in different situations. This will help in picturing the behavioral style, preferences, and the choices one might take. The behavior of the person is all about the way he/she looks at things or the way he/she approaches things. These tests follow the 5-personality model which is the Ocean model of Openness, conscientiousness, extroversion, agreeableness, and neuroticism.

In organizations when we want to understand the candidate’s behavior whether they would perform well in a team or strive for better or not be able to cope with criticism, personality assessment is the way out. These tests are the ones that assess the behavior, motivators, and thoughts of a person.

Assessment of Maximum Performance

On the other hand, assessments of maximum performance will determine the best one can do under restrictive conditions. For example, aptitude tests, and ability tests are assessments of maximum performance because they determine an individual’s capability under restrictive conditions.

This is a way to check how an individual will work under pressure. The aptitude and ability tests measure the cognitive capacity of a person. In these tests, each question has one right answer and people need to solve them in a time frame. These tests measure the fluid intelligence of a person which defines the ability to think, reason, and solve issues. These tests also measure how people learn from past experiences and apply those to a given situation.

Why Psychometric Assessments?

Psychometrics can play a pivotal role in broad-based talent development. Companies want to hire employees who have the right skill and attitudes. They want employees to fit in the job role and work efficiently. It will be very valuable for the companies to hire people who can work effectively and productively and help organizations to grow more.

In conclusion, there are psychometric tools that can accurately assess the personality and skills of employees. Test like Workplace Big Five Profile helps in understanding the personality of potential candidates and helps in making decisions during recruitment. In addition, The Organizational Culture Inventory (OCI) can be used to measure organizational culture preference.

Explore: fearless workplace concept of psychological safety