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30 December,2021 | By Brainwonders
Psychometrics is a term that refers to the measuring of the mind. The behavioural features and personality of a candidate, unlike aspects such as education, skills, experience, attractiveness, and timeliness, might be considerably more difficult to assess during an interview.
Recruiters nowadays employ psychometric tests online to help give a better overall evaluation of an applicant and, presumably, secure the greatest fit for the post. Psychometric exams could help any firm predict a candidate's future performance and, perhaps, boost employee retention by making better hiring selections.
Psychometric tests distinguish themselves from other sorts of examinations in that they assess a person's knowledge, abilities, interests, and other characteristics. They are more interested in gauging "mental processes" than "actual facts." Psychometric exams are used to measure a person's appropriateness for specific conditions, as well as their suitability for the job, education, training, or placement.
A psychometric test or assessment evaluates the personality traits and cognitive abilities of an applicant. They also assist in determining a person's mental health state by conducting a mental health screening.
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There are several reasons why hiring managers should employ online psychometric tests in their recruitment efforts.
Psychometric evaluations give standardised data, implying that candidates are evaluated using the same criteria and compared to market norms. This standardisation gives the assessment process more independence and neutrality, which can be lacking in entirely internal systems. A more thorough picture of these individuals can be generated by comparing all of the candidates to various standards and valid psychometric tests.
Psychometric testing does not have to be limited to huge firms or organisations trying to hire recent graduates. This tool can also be used by SMEs as part of their overall recruitment initiatives. Small and medium businesses may not be able to adapt tests as much as larger businesses, so it's critical to make sure candidates are being evaluated for the right attributes. Rather, they can be utilised to get a sense of a candidate's strengths and personality in general.
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Of course, an interview is an important part of any organization's recruitment strategy, but as a recruiter, you are well aware that certain prospects may be ideal for your position, but they just do not interview well. On the other hand, some candidates may exude confidence or be overconfident.
Recruiting new employees can take up a lot of time and money, especially if the finest talent you're seeking isn't available right now. Employers can save time and money by using psychometric evaluations. If you work for or operate a company where employment rivalry is fierce and hundreds or thousands of people apply for your open positions, you'll welcome effective filtering techniques like psychometric examinations. Additionally, if you've written a great job advertisement that will entice all those students and graduates to apply, psychometric tests used early in the application process will allow you to quickly identify those young people who will best fit your organisation both in terms of abilities and personality. As a result, psychometric exams can aid in more effective recruiting by ensuring that only those candidates who are most suited to your organisation advance to the next stage of the application process.
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Psychometric tests may provide you with a solid image of your candidates: they can tell you about their personalities, what makes them tick, and how they prefer to work in different scenarios, such as how they operate under pressure and if they prefer to work alone or in a group. Psychometric assessments are tough to game by their very nature, therefore the findings you get from each test should be authentic results that show you what your prospects are like in the workplace.
Psychometric exams provide a systematic method of recruiting, and they are fair to candidates because they all go through the same evaluation process. If you've done interviews before, you've probably had days when you weren't feeling well or were exhausted. This means that applicants for your open positions may not have the same type of interview as those who were interviewed the day before. Psychometric testing also aids applicants in making more accurate assessments of themselves. However, if you discover that their personality is a good fit for your company, you may be able to exploit the candidate's newly discovered skills elsewhere in the organisation. Psychometric assessments can be a win-win situation in this way.
Employers also benefit from psychometric evaluations because they can be scheduled at any point during the application process. They can be utilised straight away in the form of a fun questionnaire, or they can be slotted in at various points during the day at evaluation centres, depending on the size and character of your organisation. Some companies even do two sets of psychometric exams, one at the start and one at the end of the process, merely to compare the results and make sure they're hiring the correct person.
Many organisations still place a high value on academic accomplishment as well as previous work experience when it comes to recruitment techniques. What's crucial here, and this is useful to some extent, is that psychometric evaluations can be utilised to fill a gap in which academic achievements alone will not provide you with a complete picture of what your prospects are capable of in the workplace. Another advantage of psychometric assessments for businesses, on the other hand, is that they can disclose if an applicant is overqualified for the position they are seeking for.
It is not enough to hire any candidate who has proved their ability to do the job. Rather, while this is an obvious necessity, you must also consider how well the candidate will fit in with the rest of your team and how they will operate inside your company's culture. If your firm flourishes in a fast-paced workplace that primarily relies on teamwork, someone who loves to work alone in a quiet area, for example, will not feel fulfilled or perform to their best capacity. Psychometric exams can assist with this, both with the personality test and other tests because you will gain an understanding of how that individual works and what inspires them.
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So, now that we've gone over all of the benefits of psychometric assessments for employers, let's a recap and take a quick look at some things to keep in mind if you decide to use this method in your hiring process. Despite the fact that psychometric testing is a scientific process, it is not without flaws, therefore here are some things to keep in mind. As a recruiter, you must be able to use psychometrics correctly and be completely aware of the results of specific tests. The assessments must be appropriate for your business; otherwise, the results may be misinterpreted, and you will have the wrong individuals in the wrong jobs. This is bad for both your company's retention and the candidates involved. So, if you want to get the most out of psychometric tests and ensure that there are benefits for you as an employer, don't rely entirely on that one way. Psychometric testing should be a part of your recruitment strategy, and it should be used in conjunction with other strategies. When used in conjunction with more traditional techniques of recruitment, psychometric testing can be a very significant element of your recruitment strategy.
Last but not least, psychometric tests have the advantage of encouraging consistency and standardisation when it comes to hiring new employees. As previously stated, each applicant is given the exact same tests, which you can use as a benchmark. Other aspects of recruiting and your firm's application procedure are absolutely valid; nevertheless, references are obtained from outside your organisation, and a candidate's past employer may not share your beliefs. It's also possible that the prior employer had different expectations of their employee. While covering letters and CVs provide information about previous experience, jobs, and accomplishments, they are always meticulously produced and double-checked. These can only provide you with a hint as to how your applicants would behave in your specific situation.
To get a better understanding of what a psychometric test would look like or how you’d do in one, check out Brainwonders. Other than psychometric tests you could also explore DMIT which is a biometric test and is more holistic in nature.
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