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 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
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: