Recruitment through online psychometric tests

Unlike facets such as education, skills, experience, appearance, and punctuality, a candidate’s behavioral and personality traits can be much more difficult to assess during an interview. Thus, psychometric analyzes help us better measure certain nuances of human behavior and help profile traits and characteristics systematically.

Hiring managers today are increasingly relying on online psychometric tests during their hiring process to help give a better overall assessment of a candidate and hopefully ensure the best fit for the position. These tests also help gauge a candidate’s future performance and hopefully improve employee retention by making successful hiring decisions.

Here are some factors that help understand why recruiters should use online psychometric tests in their recruitment.

1. Standardized information

When candidates are evaluated using standardized procedures, they are evaluated using the same criteria and compared to reliable market standards. This compensates for the process neutrality that is sometimes falsified when single internal processes are used. A comparison of candidates using various standardization procedures and valid psychometric assessment tools helps to design a complete profile of these individuals.

2. Valid for all Companies

Tests that use psychometric measures should not necessarily be reserved for larger corporations or organizations looking to recruit recent graduates. Smaller organizations can also use such tolls as part of their overall recruiting strategies. It’s important to make sure candidates are being tested for the right traits, small and medium-sized organizations may not necessarily tailor tests as much as larger organizations. Rather, they can be used to give a more general idea of ​​the candidate’s skills and personality.

3. Provide general feedback

Considering recruitment, interviews are essential to meet the individual in person to decide if they fit into the culture of the organization. However, it may not be the only time that the candidate shows the best qualities of him. Since personality is a subjective matter, candidates may be manipulative or unable to point out their strengths during interviews under pressure. Psychometric evaluations provide a benchmark where results can be compared to other candidates profiled for similar roles. The introduction of such tests also gives recruiters that additional information, thus creating a complete picture of the candidate in question.

4. Save time and money

Hiring new staff can take up a lot of valuable time and can also be a costly affair, especially if the best talent isn’t found right away. Psychometric evaluations can save employers time and money by providing effective screening methods. Psychometric tests used early in the application process can quickly identify people who will be the best fit for your organization both through skills and personality. In this way, psychometric evaluations can contribute to more efficient forms of recruitment.

5. Paint a real picture of the candidates

Psychometric evaluations can give a very good picture of your candidates: they give an idea of ​​the personality of the candidate, what motivates them and how they prefer to work in certain situations; how they work under pressure, for example, and how they work alone or as part of a team. The very nature of psychometric testing is that they are hard to fool, so the results you get from each test need to be true results that show you what your candidates are really like in the workplace. This means that you will also get to know not only their skills, but also how well they will get along with other employees within your company.

6. Fair testing – No bias

The standardized approach to hiring is the sole purpose of hiring and is fair to candidates because they go through the exact same screening process. Candidates applying for your jobs may not get the same type of interview as candidates who were interviewed the day before. Psychometric evaluations also help candidates better judge themselves. However, if you’ve found that your personality really suits your company, you may be able to make use of the candidate’s new strengths found in other parts of the company. In this way, psychometric evaluations can be a win-win situation.

7. Flexibility of use

Another advantage of psychometric evaluations for employers is that they can be included at any time during the application process. Depending on the size and nature of your organization, they can be used from the start in the form of a fun quiz or at various times of the day in assessment centers. Some organizations even conduct two batches of psychometric evaluations, at the beginning and end of the process, just to compare the results and verify that they are hiring the right candidate.

8. Measure skills and abilities, not just education

Many organizations still place a lot of emphasis on academic achievement, as well as any previous work experience. This is valuable to some extent, however psychometric assessments can be used to fill in a gap in academic achievement to give you a complete picture of what your candidates are truly capable of in the workplace. Again, on the other hand, another advantage of psychometric evaluations for employers is that they can reveal to you if a candidate is overqualified for the position they are applying for.

9. Psychometric Evaluations and Work Culture

Recruitment is not just about hiring any candidate who has proven they can do the job. Rather, this is obviously a key requirement, you also need to know how well the candidate will fit in with the rest of the team that already works for you and how they will operate within your company culture. Someone who actually prefers to work alone in a quiet environment, for example, will not feel fulfilled or work to their full potential if their company thrives in a fast-moving environment that relies heavily on teamwork. Psychometric evaluations can help you do this with both the personality test and the other tests because you will get an idea of ​​how that person works and what motivates them.

10. Consistency in recruiting

The biggest advantage that psychometric evaluations foster is consistency and standardization for hiring new candidates. Every candidate receives the exact same tests and recruiters can use this as a benchmark. Other aspects of your company’s hiring and application process are certainly valid, references are from outside your company, and a candidate’s previous workplace may not have held the same values ​​as their own workplace. The previous company might also have been looking for different requirements from their employee.