Psychometric tests in recruitment are used for hiring and development processes, often with the aim of helping recruiters identify the most suitable candidates for job applications or promotions, based on the extent to which their personality and cognitive abilities match those required to excel in the role.
Today, most psychometric tests are completed through online assessment platforms (like ours). Although occasionally paper formats are still used as part of assessment and development centres. Most assessments are timed, with the exception of some psychometric personality tests which can be completed across multiple sittings.
Psychometric tests in recruitment may be used at different stages of the hiring process:
At the early stages of selection to screen-out candidates who are likely to be unsuitable for the job
Prior to an interview as a tool for facilitating interesting discussions around a candidate’s profile
At a later stage, possibly with a second interview or as part of an assessment centre. You may wish to re-assess candidates at this point to confirm the results of earlier tests
