If you haven’t already completed a psychometric test, chances are you will at some point. Far more than just the “what kind of pizza are you?” BuzzFeed quizzes, psychometric tests are objective, standardized tests that assess an individual’s capabilities, behavioural tendencies, and personality traits. Why is this helpful to businesses? Employers hope that by using these tests in the recruitment process, it will identify candidates who would likely be higher performers in the role. While it’s true these tests can help with that, before spending unnecessary time and money testing for the sake of it, think about these general principles below to ensure you are maximizing the benefits.
- Fit the tool to the purpose.
Most importantly, you need to identify exactly what you are trying to measure. Rather than just picking a test and hoping it will tell you something useful, first conduct a job analysis to identify the specific traits or skills that a person must possess to be successful in the role. Once those are defined, you then choose an assessment specifically designed to measure those traits or skills.
- Look for predictive validity.
A test with high validity measures what it is supposed to measure. If you are using the test as part of your recruitment and selection process, look for tests with high predictive validity. This means the test is more likely to give you an accurate prediction of a person’s likelihood of success in the role. That is after all, the point of using these tests to begin with.
- Remember your whole toolbox.
Psychometric tests should never be used on their own to make a decision, only to inform the decision-making. It is important to remember that these tests are only one tool in the recruitment toolbox, and should be considered in the context of the other tools such as interviews and reference checks. A test is only a snapshot of the person at one point in time, and simply provides you with an awareness of potential behavioural preferences, strengths and development areas.
- Be wary of over-interpreting results.
Similar to the above point, remember that the test results are not the be-all and end-all. It is easy to read too much into results. In reality, most people will exhibit a varying range of traits in various circumstances. A result indicating one preference does not mean a person cannot work or behave in a way that is different in order to perform the role, it just means this may be more of a challenge for them.
Psychometric tests can be an extremely valuable tool in your recruitment and selection processes, provided the tool is chosen strategically, with an understanding of its purpose, and used as part of a wider toolbox.