Psychometric tests are used in business to target specific characteristics for job placement. They should be used in conjunction with other instruments and interpreted by a trained professional. The results can be useful for increasing productivity and satisfaction, but should not be the sole indicator of suitability for a job.
Psychometric tests in a corporate or business environment are used to target specific characteristics such as personality traits, aptitude and/or preferences that may pertain to a particular vacancy or position within a company. A psychometric test offers many advantages in determining a person’s personality type, aptitude or motivation, especially when it comes to a specific job or vocation. A person’s performance on a psychometric test can indicate a person’s performance in a specific job and allow a company to hire the right person the first time rather than finding out after hiring that the person is not a good fit for the job.
Psychology is known as a soft science because of its subjective nature, as opposed to more factual and “harder” sciences such as mathematics and biology. It is for this reason that psychometric tests should be used in conjunction with other instruments to determine a person’s psychological profile or work compatibility and should not be seen as a definitive solution for job placement. Despite the impressive results, people are individuals and defy strict compliance. There are often subtle differences between similar personalities and these differences can be a determining factor in someone’s success or failure. For example, a person who is a “curator” would be an excellent counselor or teacher, but would likely need assistance maintaining charts or documents; someone who has tested well as a “counselor” may hold up well in keeping records but may be lacking in therapeutic skills.
A trained or licensed professional must be employed to interpret the results of a psychometric test. In most cases where a test is used in a business setting, the psychometric tests are outsourced and the results are interpreted by the vendor. In these cases, the company’s human resources department can simply administer the test and read the results to the participant, as spelled out by the vendor.
Despite the subjective nature of psychometric tests, the results can be useful in a corporate or commercial setting. As a general rule, these tests provide a self-reported inventory of personality traits, aptitudes, and personal preferences on topics such as music, need for outdoors, and social interaction. A psychometric test can often help streamline the hiring process by identifying specific areas that are key components of a specific job. It can also be a useful tool for increasing productivity and overall satisfaction for specific employees or workgroups.
When selecting a psychometric test to implement, a corporation must consider the application of the test and the purpose of its use. If a company is looking to fill roles that require a specific skill, an aptitude test should suffice. If a job requires a certain personality type, a personality inventory will be needed. If a company is looking to fill several different types of jobs, a general job test will apply.
Consultation with a licensed professional or a reputable consulting firm should help the company decide on the best type of test to suit its needs. Psychometric testing may not be a definitive solution to hiring difficulties and should not be used as the sole indicator of a person’s suitability for a job. However, it has the potential to save companies thousands of dollars in hiring and staffing costs when implemented properly.
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