Member Article

Tips To Use Psychometric Tests in Hiring Process

As of 2016, nearly every top-notch business organization in countries like UAE, UK, Saudi Arabia and South Africa has introduced online psychometric testing in their chest of recruitment procedures to be followed. As per studies by the Human Resources ManagementSociety, an increasing number of corporate companies have adopted online psychometric tests to get the hiring right. It has been found that incorrect employee recruitment can cost a company almost an employee’s year’s salary. Since the cost of inefficient recruitment is dangerous not only monetarily, but also for the business as a whole, psychometric tests have found a permanent place in the recruitment process.

These tests are designed in a manner to gauge a candidate’s cognitive and personality traits to check if they are conducive for the respective job role and aligned with the company’s policies. Here is a list of tips to use when it comes to preparing the right psychometric test while hiring a prospective employee:

• Know Your Needs : Psychometric tests will not work if you do not have a solid idea as to what you are looking for in a promising candidate. An aptitude questionnaire can test a candidate’s mathematical capability and his or her logical reasoning skills. The scores on these tests can be conveniently matched with the predetermined benchmarks to evaluate a candidate’s performance. If it is higher than required, the candidate has managed to meet the performance criteria and is technically capable for the job. However, a psychometric test evaluates the candidate’s mental structure. It analyses how a candidate’s mind works in certain situations and whether he will be able to deal with such scenarios during work. If you do not have a solid understanding about what your business needs from its employees, psychometric testing is going to be of no use. It is essential for you to determine certain job performance standards in order to prepare a psychometric test and carry out assessment as the job demands.
• Make It Dynamic : Mettl offers the perks of assessing a candidate’s application on all fronts. Make sure you add a dynamic slew of questions to judge the applicant’s cognitive and personality characteristics. Inculcate abstract, verbal and numeric reasoning questions to perform a wholesome analysis. These types of questions provide insight into the candidate’s attitude towards problems and possible issues that may arise during their work.
• Make It Challenging : Psychometric tests were designed to test a candidate’s mental capability and his outlook towards challenging situations. It can help gauge if the person is a team worker or prefers to be a lone ranger. Constructing a time challenging test helps in assessing how the candidate thinks on his feet to answer certain questions. Successful real world business is a function of time. Quick but thoughtful decision-making is a skill that today’s industries demand.
• Offer Certain Tools : Best Psychometric tests Online have nothing to do with memory power. Probably, that’s the reason why most rote-learners do not do well, because you can not specifically prepare for them. Hence, while asking data driven questions, give the candidate the flexibility to refer to concerned charts or use a calculator. The availability of such resources is common in business and the skill of using them in a time-efficient manner is of as much importance.

This was posted in Bdaily's Members' News section by Luke .