Psychometric Tests for Interviews: Determining Career Progression
The corporate landscape has eloped and recentered its approaches ever since the pandemic took a pitstop in the past few years. From the top down to the bottom up, all structures including the hiring decisions had to be re-run due to the ever-changing advancements in this VUCA world. Every organisation is in search of a person that fits the role created for a certain outcome. The post-pandemic era has redefined these roles in order to achieve the desired outcomes. A clear distinction of the role makes the search specific, where a psychometric test can be useful to map the candidate in alignment with the role.
What are Psychometric Tests?
Psychometric tests are designed to assess the intelligence, logic, reasoning ability, numerical ability, and verbal ability of an individual, and can be used by employers as part of an interview. The process to look for specific evidence, and consistent patterns of behaviours requires time and exhaustive efforts.
These tests enable professionals to profile specific aspects of personality, cognitive abilities, attitude, etc. to provide a reliable source of data. Psychometric tests are used to measure a person’s abilities and personality traits. These tests are often used in the workplace to assess potential employees. They can also be used for academic purposes or for other reasons.
The reports generated through these tests present a highly accurate picture of the targeted individuals.
Purpose of Psychometric Tests
Skilled interviewing is necessary to ensure the effective application of psychometric tests and interpretation of test scores within the context and background information of the individual. Psychometric tests are used in selection because they can predict how well someone will perform in a particular job role. For example, if you are applying for a job as a sales representative, then an aptitude test that measures how well you understand numbers and how quickly you learn new concepts will be relevant. This is because these skills are essential for success as a salesperson.
There is no one-foot rule to assess all the aspects of a candidate from their aptitude, ability, attitude, knowledge, skills, to personality. Let’s look at some of the parameters of these tests:
1. It helps the interviewer objectively assess the candidates
It standardises the process of interviewing with respect to the requirements of the role. Candidates’ skills and potential to perform the role can be assessed with ability and aptitude tests respectively, and personality tests assess the characteristics and traits that will facilitate their performance.
2. Psychometric tests give quantifiable results
The individual is assessed against an objective standard so there is no direct comparison or competition of candidates with other applicants. That is why these psychometric tests are trusted and relied upon more than any other selection methods for interviews.
3. It helps in addressing various stages of the interview process
These tests assess multiple situations right from shortlisting applicants to the assessment centres. An interviewer can gain a more objective understanding of the profile of a candidate, especially their personality and behavioural patterns with psychometric tests. Their strengths, developmental needs, and style of working emerge with an appropriate application of the test in accordance with the job profile.
4. Select the right psychometric test that best serves the purpose
An essential prerequisite to having the psychometric tests for interviews is to decide on the appropriate test with respect to the role and requirements and not for the sake of using one. Defining the meaning of the scores in accordance with the competencies of the role, for instance, not all scores towards the higher side indicate a corresponding better profile.
Ensuring successful results of psychometric tests
There are times when the candidates become apprehensive when they go through the stage of the interview that includes any psychometric test. There is no need to look for any hack or “right answer” when it comes to responding to these tests. They can surely develop their knowledge and skills related to their role or field of their interest, however, never fall into the trap of creating a good impression, or giving desirable responses to a psychometric test.
Firstly, their efforts to create a “liked by all” picture will go in vain as it gives a false impression of their intention, here honest response is the key. Secondly, there are psychometric tests that include questions to assess this kind of response. Hence, a candid response ensures a precise profile and an accurate understanding of the individual.
The interviewer can address these concerns of a candidate by debriefing them prior to the administration of any psychometric test. To ensure an effective outcome of using psychometric tests for the interview, one needs to look at it from a broader perspective focusing on multiple aspects of this process.
And lastly, don’t forget to share the feedback on the report after the interview process is over as it is crucial to build the credibility of the process and ensure candidates, whether selected or not, are aware of their profile.
When used effectively, these tools give the hiring manager an unbiased view of the candidate. In practice, psychometric tests can be much more valuable than a simple resume or one-on-one interview; they are objective and unbiased indicators of a candidate’s potential fit with a job description. It allows employers to recruit talent that is not immediately apparent on paper or in person. Instead of relying on gut feelings or first impressions, employers can take advantage of data-driven insights to focus on the candidates with the greatest potential to succeed within their organisation.
If you are looking for an expert’s view to get 360° feedback and profiling to identify high potentials in this competitive landscape
