Psychometric tests are the standard and logical method used to measure the behavioral capacity and mental capabilities of people. These assessments are primarily intended to gauge whether the person is suitable for a particular role based on two core skills personality and ability.
They are used to measure the unseen skills which cannot be accurately evaluated during a face to face interview. They are actually the complementary weapon which is used to select people for hiring and training. Using these tests for hiring any person will be effective and aid in better and precise decision making.
History of Psychometric Tests
Its existence can be traced in the early 20th century. Alfred Binet was the first person who developed the intelligence test in the year 1905.
Types of Psychometric Test
They are an amalgamation of 2 basic categories. The first one is aptitude and ability tests and the other one is personality and aptitude test.
- The aptitude and ability tests
- Measures 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.
- The personality and aptitude tests
- 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, extraversion, 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 which assess the behavior, motivators and thoughts of a person.
Application of Psychometrics
Psychometrics can play a pivotal role in broad-based talent development. Companies want to hire employees who have the right skill and attitude. 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. There are psychometric tools which can accurately assess the personality and skills of employees.
Organization should also assess the organizational culture preference of potential candidate. This will give an insight about the kind of culture candidate prefers and what kind of culture organization has. This will help employer to understand whether candidate can fit easily or not.
Organizational Culture Inventory (OCI) can be used to measure organizational culture preference. By having multi-dimensional assessment parameters, psychometric assessment becomes a vital tool for HR professionals. Testing of an applicant’s attitude towards women, and LGBT individuals to understand they can work with others. Maintaining a diverse culture at the workplace while having a larger number of LGBT individuals means we would have to hire candidates without prejudice against these members of the workforce.
Hence, an attitude test that reveals how the candidates can co-exist with LGBT individuals would help the decision on those to hire based on this criterion