Why Use Psychometric Testing in Recruitment
Psychometric testing has been into existence since the 20th century. If we trace back the history of psychometric assessments, one will surely find it across human history, in all cultures and occupations. More specifically, the use of psychometric testing in recruitment approximately started at the time when Alfred Binet introduced the “Intelligence Test”. But, the use of psychometric testing in recruitment was also seen in Ancient China, where the same was used to recruit employees to roles that required specialized competencies – for instance, roles related to fiscal policies, agriculture, law, revenue functions etc.
Even today, psychometric testing is being used extensively by corporates and educational institutes. Probably, the only difference is that there is now variety of psychometric tests available in the market, the standardization process of establishing the psychometric properties have become much more advanced and comprehensive and the testing methodology has started using the best of available technologies such as artificial intelligence, data analytics, and the like.
Coming back to the focus of this article, to answer the questions
Why Psychometric Testing in Recruitment?
Several reasons can be stated for this:
It is a convenient screening tool
Recruiters face the challenge of efficiently identifying suitable candidates from large pools of applicants. Psychometric tests streamline this process by objectively evaluating candidates’ suitability for a role in a time-efficient manner. For example, an aptitude test can quickly filter candidates, allowing recruiters to focus on a smaller, more qualified group. In more advanced cases, a detailed competency map may be created to assess multiple competencies, although this is typically reserved for the most promising candidates.
It makes the recruitment process objective
Psychometric tests reduce subjective biases often present in traditional recruitment methods. For instance, a candidate may perform well in a group discussion or interview, but a psychometric test might reveal deficiencies in critical competencies like critical thinking. This helps recruiters make informed decisions based on data rather than instinct, ensuring a more objective selection process.
It is a cost-saving formula
An outcome of the first two advantages is that psychometric testing can help to save cost. The counter-argument to this may be “Psychometric tests are expensive as a product. How can it then make the process cost-effective?” Well, the cost of the product is much lesser than the cost of a “bad” hire. The amount of time invested by recruiters in the entire recruitment is much more than the cost of the product. If in any case, psychometric tests can help in reducing that time spent and selecting a “good” hire, then it is absolutely is a cost-saving formula for organizations.
It is agile and highly adaptable
In the context of psychometric testing here, agility and adaptability mean the ability of the science of psychometrics to integrate recent modern technologies like artificial intelligence, data analytics, responsive design and the like. Psychometric tests can now be taken directly using a mobile phone (most commonly available device) without any other logistics to be arranged. The basic environment to take psychometric tests, however, remains the same – an environment of no distractions, must be taken in one sitting and not spending too much time in analyzing and over analyzing the questions or items.
It is a reliable indicator of future job performance
This is one of the primary reasons why psychometric testing is made a part of the measurement step in competency mapping. The tests are used extensively as part of Assessment and Development Centers as well. Psychometric testing helps in identifying high potentials by measuring employees against some future competencies. By doing so, it indicates future performance on the job. Additionally, past performance and interview data must also be used along with psychometric assessment results to get a more holistic picture of future performance.
Conclusion
Psychometric testing is a versatile and valuable tool in recruitment, providing benefits throughout the hiring process. Whether used for initial screening, enhancing competency-based interviews, or post-interview development, these tests help organizations make better hiring decisions, ultimately contributing to overall success.
