Psychometric tests are assessment tools used to objectively measure an individuals personality traits, aptitude, intelligence, abilities and behavioral style. Psychometric assessments are widely used in career guidance and employment to match a persons abilities and personality to a suitable career or role.
Make Better Hiring Decisions Using the Four Types of Psychometric Assessment Tools
The first psychometric instruments were designed to measure the concept of intelligence, viewed as a combination of different abilities that mental tests could measure. Psychometrics is also dominated by personality testing, and the most used instruments are the Five-Factor Model (The Big 5), Personality and Preference Inventory, MBTI, etc.
Psychometric tests are used to measure individuals behavioral and mental competencies. Competencies are identified and defined, depending on the job role, following which psychometric tests are administered to assess them. Afterward, they are matched to the role requirement.
Psychometric tests are interpreted as a percentile result, indicating that it is compared to a benchmark set for a specific role. Typically, there is no passing score in psychometric testing.
Likert and Semantic Scale are common answering scales used in psychometric testing.
The validity of psychometric tests is defined as the degree to which the test measures what it claims. Validity is determined by the various data points and insights revealed by the research to focus on the relationship between the test and the personality traits it measures.
A psychometric test can only be reliable if it produces similar results under invariable conditions. A reliable test score is precise and consistent during every test. It can also be recreated on multiple occasions.
A standardized psychometric test is implemented and scored in a standard or consistent manner. Standardization also means that the tests development, evaluation, usage, reporting, conditions of administering, scoring procedures and interpretations are consistent and in line with the set standards.
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The different types of psychometric tests are:
Personality Tests, such as
Aptitude Tests, such as
Psychometric testing is used in recruitment to accurately, efficiently and objectively gauge cultural and personality fitment of candidates. Psychometric testing enables employers to predict performance and thereby select candidates who are best suited to a particular job role. Psychometric testing gives you holistic insights into a candidate's workplace competencies, that a traditional interview process doesn't.
To use psychometric testing in hiring, employers need to first identify and define the competencies and personality traits that determine a person's suitability for a given role in the organization. Psychometric tests are then designed to assess these group of competencies in candidates to gauge role fitment. Psychometric testing in hiring is best used at the screening level to filter out candidates and make interviews more effective.
Psychometric tests measure an individuals personality traits, aptitude, intelligence, abilities and behavioral style to make better people decisions. Psychometric tests also measure employee-company culture compatibility, job-personality compatibility, and other such relations relevant for employment. Primarily, psychometric tests measure the degree to which a candidate's disposition will be suitable to a particular role and organization.
The top psychometric assessment tools used in hiring are:
Cognitive or aptitude tests, namely
Personality Tests, such as
A psychometric personality test assesses aspects of human personality - traits, behavioral tendencies, motivations, values, etc. Psychometric personality tests are widely used in corporate settings to predict response and fitment. Popular psychometric personality tests are MBTI, DISC, Enneagram Test, Big Five Personality Test.