What is a psychometric test?
Psychometric tests (or assessments) are often used in recruitment, selection and development. Clevry's psychometric assessments provide a fair and objective way of measuring a range of attributes post such as personality traits, cognitive ability, soft skills, critical reasoning and behavioural style.
The mental properties measured by occupational psychometric tests are generally attributes that are important to success in the job for which the candidate is being assessed. Because the results of psychometric tests are reliable we are able to use them to make predictions about potential performance on the job.
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 typically consist of a number of test items (questions or statements), which are administered to candidates under standardised conditions. Tests usually contain a large number of items as this helps to make the test more accurate and reliable.
While psychometric tests are generally reliable they are not infallible! One of the largest sources of error in testing comes during the administration phase. This is why it's essential that tests are administered in a standardised way.
Psychometric tests in recruitment
Psychometric testing for recruitment is used in 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 questionnaires 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.
View the output from our psychometric assessments by downloading sample reports below.
Psychometric test benefits
More companies are using psychometric tests to aid their recruitment, internal development and promotion decisions. This stems from their capacity to predict future job performance of candidates and person-organisation fit.
Outside of recruitment, assessments can be used for development by offering insight into training and staff needs, as well as career guidance.
Our psychometric assessments can deliver a range of benefits:
Psychometric tests can lower recruiting costs and help maximise recruiter efficiency by reducing the risk of a bad hire.
Better staff retention
Improves your employee retention rate through better hiring decisions.
Reduces hiring bias
Psychometric tests offer a robust process, free from subjective influence and interviewer bias.
Make 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 among candidates
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.
If you're interested in finding out more about how you can implement assessment software, cognitive ability tests or soft skills throughout your recruitment process please visit our contact us page and get in touch.