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What is a psychometric test?

And why use them in recruitment, selection and development?

 

 

What is a psychometric test?

Often used for recruitment, selection and development, psychometric tests provide a fair and objective way of measuring a range of attributes such as personality traits, ability, soft skills, critical reasoning and behavioural style.

For a test to be considered ‘psychometric’, it must be standardised, reliable and valid. It must be consistent in its content, administration and scoring. This ensures the test is accurate and measures what it is supposed to, whilst omitting the influence of subjective biases.

Psychometric Tests in Recruitment

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

Psychometric tests in recruitment
 

Psychometric Test Benefits

More companies are using psychometric tests to aid their recruitment, development and promotion decisions. This stems from their capacity to predict future job performance of candidates and person-organisation fit.

Outside of recruitment, psychometric tests can be used for development by offering insight into training and staff needs, as well as career guidance. 

Clevry assessments promise to deliver a range of benefits:

Cost-efficient

Psychometric tests can lower recruiting costs and help maximise recruiter efficiency by reducing the risk of a bad hire

Better retention

Improves your employee retention rate through better hiring decisions

Free from bias

Psychometric tests offer a robust process, free from subjective influence and bias

Better hiring decisions

Provides an overall evaluation of a candidate’s strengths, weaknesses and behavioural style at work with the aim of identifying the best fit for a particular job

Predictive of future performance

Psychometric tests are the single most effective predictor of job performance available, outperforming all other commonly used selection methods such as interviews, references and bio-data

Enhances reputation

Branded psychometric tests help to create a more professional corporate image among your candidates and job applicants 

Increases equality & fairness

Psychometric tests are standardised to ensure that all individuals are treated fairly and objectively regardless of who they are

Improved candidate experience

Candidates respond more positively to a recruitment process that is both valid and objective in its approach

BRING YOUR RECRUITMENT INTO THE DIGITAL AGE