Why use Psychometric Testing in Recruitment

 This article will explain why you should use psychometric tests in recruitment. We also discuss how to conduct them and what traits and skills they measure. Thomas provides a range of psychometric tools to aid in the recruitment process.

What does psychometric testing mean in the recruitment process?

Psychometric testing is used in recruitment to determine the suitability of a candidate for a job or position. These tests are available in a range of subject matter and cover many different areas.

A psychometric aptitude test measures the candidate's intelligence, as well their abilities. It also helps determine the ability to use numerical, verbal, logical skills to solve problems and speed up information processing.

Other psychometric tests look at personality and behavior, emotional intelligence, leadership ability, and communication potential.

Why are psychometric tests used in the recruitment process?

Candidates are usually assessed by reviewing a candidate's resume and conducting interviews. But what about other employers who use psychometric assessments?

In recruitment, psychometric tools offer more information and insight than traditional assessment methods. They can be used for personality and aptitude assessments, as well to explore things such as communication style, emotional intelligence, and behaviors in relation to the workplace.

These insights help employers assess your abilities to manage a team and determine your willingness to take risks or follow the rules. These key indicators can help you determine whether someone is right for the job.

Psychometric testing insights are also valuable long after the initial recruitment process. They not only confirm the talent of a candidate but also provide insight that will help to hire managers to plan for future advancements and increase job satisfaction.

What is the job of recruiters when it comes to psychometric testing

The role of the hiring manager will dictate what they look for in a psychometric test. Let's take, for example, the Head of Marketing position. This role might require someone who can thrive in stressful environments, communicates well with all stakeholders, and is a naturally born leader.

However, technical IT jobs may require someone who is both organized and methodical. They also need to be able to work independently. To be successful as a team leader, one must have high levels in emotional intelligence. An editor needs to have solid error checking skills (a psychometric assessment measures one's ability to identify inaccuracies within information).

There are a series of psychometric tests available for each scenario that will assess each trait.