Psychometric testing is used in recruitment to gain insight into a person’s personality and psychological thinking. Tests can be conducted anywhere and results are used to assess fit with company ideals. Tests fall into three categories: ability, aptitude, and personality. Testing can also be used for team building and mentoring. Accuracy depends on honesty and qualified occupational psychologists should be used.
Psychometric testing is a tool mainly used in the recruitment process. It is recognized as an effective way of gaining insight into a person’s personality and psychological thinking. It can help develop team spirit in the workplace and assess an individual’s priorities.
This type of testing is usually an office-based procedure, although the testing itself can be conducted anywhere. Many are processed online using software applications. The test should only take about 15 minutes to complete, although depending on the depth of the test it could take longer. There are tests to assess sales ability, management styles, and social personality characteristics.
Psychometric testing can be used in the development or selection process in business. A number of companies around the world use psychometrics on new or prospective employees. The test results give management an idea of how well the employee will fit into the company’s ideals and policies. Once the test is complete, it takes approximately 5-10 seconds to produce results.
Psychometric test results are usually issued in booklet form or sent by email and printed. This type of test uses in-depth psychological profiles to assess personality and intellectual levels. Different testing companies use different theoretical approaches to testing, such as the psychometric approach, the psychodynamic approach, the social learning approach, and the humanistic approach.
Psychometric tests usually fall into three specific categories. The ability test measures a person’s potential to learn new skills or cope with the pressures of a specific job. The aptitude test is also job related but focuses on specific areas of work and how the test taker would perform in a defined role. The personality test covers how a person acts in the workplace in relation to different personality types. He can determine how the test taker would deal with someone of the direct opposite personality type and suggest to management how to get the best results from someone with a certain personality type.
Psychometric tests cover a wide range of skills and implementations. There are special team building weekends where people are assessed in role-playing games and social events. The tests can also be used for applications such as mentoring individuals or setting up workers with a “life coach” to guide them through work-related issues and how to handle them.
With psychometric testing, there is no pass or fail. Different testing companies have their own testing methods. Usually, there are multiple sets of questions relating to personality type, how the tester will handle aspects of work and family life, what their goals are for the future, and their strengths and weaknesses. If the test taker is truthful, the results should be fairly accurate.
As with any form of testing, psychometric testing is open to abuse. People can respond to what they think their employer would like to hear rather than the truth. If you are considering psychometric testing, you should always ensure that the tests are performed by qualified occupational psychologists. You should also ask if the company is certified or accredited by any national or state board of psychologists. Reputable companies won’t hesitate to offer these very hard-to-find credentials.
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