Should psychometric testing be used in the hiring process?

In short, no. Personality assessments can play a helpful, objective role in the hiring process, provided that 1) the proper assessment is used, 2) insights are applied correctly and 3) it’s not the only way you’re determining who to hire.

Do companies still use psychometric testing?

A study by the London School of Economics found as many as 70 per cent of companies use psychometric tests, so chances are you will encounter them at some stage of your career.

Which employers use psychometric tests?

Psychometric Testing and Top Companies That Use Them

• Citigroup. Citigroup uses numerical reasoning testing, which is provided by Talent Q.
• Proctor & Gamble. Proctor and Gamble uses a two-part test.
• ExxonMobil.
• Ford Motor.
• Hewlett Packard.
• JPMorgan.
• Microsoft.
• Duke Energy.

What is included in a psychometric test?

Psychometric tests include personality profiles, reasoning tests, motivation questionnaires, and ability assessments. These tests try to provide objective data for otherwise subjective measurements.

How employers use psychometric tests?

Psychometric assessments are said to help employers make more effective and informed decisions in the hiring process, generating more information about a candidate, showcasing strengths and weaknesses and identifying potential progression opportunities for later on.

Why employers use psychometric tests?

A psychometric test aims to provide measurable, objective data that can provide a better all-round view of a candidate’s suitability. Some organisations often favour psychometric testing as a way of screening (and subsequently eliminating) large amounts of candidates at the start of a recruitment drive.

Why psychometric tests are bad?

The tests may not always be accurate – The candidate may go out of their way to explore the ideal candidate for a role and then answer questions dishonestly. Test anxiety can create a false negative – Results might be skewed and not representative if the candidate is a bad tester.

Why do companies ask for psychometric testing?

Psychometric assessments provide employers with more insights into potential hires that may not be able to easily be captured from other methods such as through an interview or their resume. More specifically, psychometric tests are an efficient means to measure the strengths and weaknesses of a potential employee.

How do psychometric and skills testing programs add value to the recruitment process?

A psychometric and capability test aims to provide measurable, objective data that can give you a better versatile view of a candidate’s skills and suitability for a position. Assessments offer scientific, valid reliable and objectivity to the process of recruiting.

What is the difference between aptitude test and psychometric test?

Types of psychometric test Ability tests include numerical, verbal and logical reasoning, problem-solving skills, and the ability to identify mistakes accurately. Aptitude tests are more specific, and examine your potential to learn to do a new task rather than testing the skills you already have.

Why do companies do psychometric testing?

Psychometric tests provide a rounded view of a candidate, revealing their logical processes, aptitude for problem-solving, and ability to interpret and analyse a range of data. Just as importantly, they also provide an insight into their personality traits, integrity and how they might fit into an existing team.