Psychometric assessment is a standard and logical method used to measure the behavioural capacity and mental capabilities of people. This assessment(s) is primarily intended to gauge whether the person is suitable for a role based on two core skills personality and ability. It is used to measure the unseen skills which cannot be accurately evaluated during a face to face interview.
The tests used in Psychometric Assessment are the complementary weapon used in the selection process or training purpose to make the hiring or engagement experience better.
Origin of Psychometric Assessment
The concept of psychometric assessments hasn’t unravelled itself from the diamond mines, it was not always there, but it’s existence can be traced to the early 20th century. Alfred Binet was the brain behind the first intelligence test in 1905. Since then these tests have been a major part of the selection process in organizations, who use these tests to evaluate the candidates on their personality, behaviour and aptitude.
The Types of Psychometric Tests
These objective and unbiased set of questions are a reliable way of evaluating the candidate. The assessors present the candidates with a set of questions to answer, now the question comes-what kind of questions? Here is the answer.
Psychometric assessments in Mumbai and elsewhere in the world are a combination of two basic categories:
1. The aptitude and ability tests
These tests measure the potential and existing ability of a person. In these tests each question has one right answer and people need to solve them within a time frame. These assessments tend to measure the fluid intelligence of a person which defines the ability to think, reason and solve issues. It also assesses learnability – the potential of the person to acquire any skill with training. These tests also measure how people learn from past experiences and apply those learnings to a given situation. A general aptitude test has everything from verbal, quantitative to logical reasoning which measure the candidate’s observation and problem-solving process.
2. The personality and attitude tests
The behaviour of the person is all about the way he/she looks at things or the way he/she perceives things. These tests adopt the 5-personality model which is the Ocean model of Openness to Experience, Conscientiousness, Extraversion, Agreeableness and Neuroticism. In organizations when we want to understand the candidates’ behaviour as to whether they would perform well in a team or strive for better or not be able to cope with criticism, personality assessment is the best way out.
Psychometric Assessment, as we can evaluate so far, forms a major part of the recruitment process these days. All the multinational companies in Mumbai these days are in dire need of processes that help them hire the most appropriate candidates for their openings as per their selection criteria and the desired personality of the person to be hired for a particular position. Metropolitan cities and the immense development that has taken place in the last few decades in all spheres of industry, largely accounts for the significance of the recruitment processes of organisations for their positions. Mumbai is one of such cities and probably the one playing the most dominant role in terms of revenue generation as it is the financial capital of India. With the rapid expansion of corporate organisations, the increase in the inflow of resources, and the increasing need for efficient and effective management of these resources, a highly cohesive and skilled taskforce is the mandate of all the organisations functioning in Mumbai. This is the very reason that all the organisations in Mumbai either outsource fully or rely on a self-developed yet an appropriate mechanism to hire employees so that they make sure that only the candidates with the desired personalities enter the organisation.
When is it a good choice to use Psychometric Assessments?
- Filtration: A larger candidate population often requires filter. Aptitude testing is always an easier, faster, effective and more efficient process to narrow down the candidate pool.
- Nature of the job: When the job is more technical in nature than managerial, the measurement of a candidate’s aptitude will provide a much better picture of his or her potential for that position.
- Specificity of Technical Skills: When said job requires specific technical competencies. For example, we expect content writers to weave some magic with their words, which is why they test for high verbal comprehension and good vocabulary. A physically demanding job would require a test evaluating physical fitness. Therefore, if the skills are specific in nature, measuring aptitude in that domain improves the validity of that result.
- High Job Complexity: For a highly complex job, cognitive ability is a better indicator of performance rather than non-cognitive factors. Take spy work, for example. Being an asset to RAW is by no means a small task; an agent trained to be the eyes and ears of their country outside its borders requires superior level of intelligence. It is not just the fancy Bond gadgets and cars. In fact, agents of RAW are evaluated through several intelligence tests – physical, language, logical, to name the few.
When is it NOT a good choice to use Psychometric Assessments?
- One Piece of a Puzzle: Cognitive assessments are only one piece of a much bigger picture. Making decisions about anything based solely on one, or even a series of aptitude tests, leave much to be desired for in a candidate to be hired. These assessments are not one bit a substitute for the other forms of pre-employment testing.
- For Managerial Roles: Intelligence is a factor, but for a role heavily dependent on competencies such as leadership, interpersonal skills, influence, and networking, cognitive assessments will provide no more than half-baked results.
- When Experience Trumps Numbers: You must have heard about the term “succession planning”. How about recruitments made due to performance displayed in specific situations? Meritocracy trumps hard numbers sometimes, or rather many times. Tim Cook rightfully succeeded Steve Jobs for this very reason. Recruitment in certain cases should value experience over scores in an assessment.
Psychometric assessment in Mumbai has proved to be a boon to both organisations and the candidates, by serving as a medium in the recruitment process by providing them with the right candidate and the right job respectively. Major issues such as employee turnover, morale distortion, employee disputes etc. can be prevented and reduced if the right personalities are hired by an organisation.
Moreover, these tests also educate the candidates about their shortcomings and strengths which in turn helps them improve and be aware about the job profile and the required skills for a job that match their capabilities and interest. To conclude one may say that Psychometric Assessments is not only the best mechanism to shortlist candidates for a job, but it also helps determine the necessary skills or personality type for a job.