the benefits of psychometric assessments
The use of psychometric test and questionnaires has increasingly become an integral part of the recruitment process both locally and internationally. In an age where decisions need to be justified and shown to be backed by facts and data, research shows that more than 80% of the fortune 500 companies use psychometric assessments to assist with recruitment and people development decisions. Psychometric assessments bring with it the science needed to inform important business decisions. High retrenchment and unemployment rates in South Africa have made for an increasing number of applicants competing for jobs and the selection of the right candidate for the role a more difficult one. This is can often be compounded by the fact that competence alone is not enough to ensure success within a given job role. Other factors such as drive, motivation, emotional intelligence, interests, career drivers and culture fit also need to be considered to ensure the right candidate is selected for the job. The use of psychometrics enables the analysis of these factors together with that of the required competencies and abilities. Some of the benefits of psychometric assessments include:
The use of psychometric assessments is essential within an organisation in which the focus is on cost saving and the need to attract and retain people with talent and potential.
- Cost saving - By hiring the right person the first time the company will save unnecessary cost incurred through lowered employee morale, lost customers, decreased productivity, need for more training, recruitment costs and any other liabilities as a result of bad hires.
- Time saving - Using of psychometric assessments in the recruitment process helps to screen out unsuitable candidates more quickly and thus will reduce work load caused by unnecessary screening and checks on people not fit for the role.
- Ensures objectivity and fairness – The use of psychometric assessments in recruitment compliments and improves on gut feel and instinct by bringing a level of standardisation and objectivity to the process. Research has shown that the use of psychometric testing improves hiring decisions by more than 25%.
- The results are measurable – The data provided by psychometric assessments can be analysed and correlated with business outcomes such as staff turnover, job performance, engagement and ultimately business results.
- Provides a clear indication of strengths and development areas – The data collected for an individual hired for a role provides an early indication of the candidate’s strengths and areas of development. Thus training interventions and individual development plans can be set determined early on in the on-boarding process.
- Creates a professional brand – Research has shown that job applicants are attracted to companies who use modern recruitment processes and companies who use objective and fair recruitment decision making processes.
The use of psychometric assessments is essential within an organisation in which the focus is on cost saving and the need to attract and retain people with talent and potential.
understanding psychometric assessments
WHAT IS A PSYCHOMETRIC ASSESSMENT?
Psychometric assessments are tests and questionnaires which are designed by psychologists to measure constructs such as personality, cognitive ability and behavioural aspects. A "construct" is broadly defined as factors such as personality, abilities, interests, motivational factors and preferences. Psychometric assessments are usually conducted by a psychometrist or a psychologist. The data obtained from the assessment provides the assessor with the necessary information to enable him / her to provide guidance to the assessment candidate on areas such as choice of school subjects, choice of tertiary study path, choice of career path and career development, etc. To enable the psychometrist to provide the correct guidance a holistic understanding of the assessment candidate is needed and therefore a battery of tests (more than one test and questionnaire) is usually administered.
TYPES OF PSYCHOMETRIC ASSESSMENTS
APTITUDE TESTS - This is an assessment of an individual's ability to perform certain tasks. Aptitude tests are usually timed and have definite right and wrong answers. The most common aptitude assessment is the test of a person's reasoning ability. Mental reasoning is underpinned by a number of facets and thus a test measuring reasoning ability is likely to contain the following:
PERSONALITY QUESTIONNAIRES - This is an assessment of an individual's personal characteristics and how these influence behaviour, problem solving, interpersonal style, preferred environment, communication style, etc. These questionnaires do not have a time limit and there are no right or wrong answers.
INTEREST QUESTIONNAIRES - This is an assessment of an individual's interests and can help identify which possible career path to take or change to as well as which tertiary study path to consider. These questionnaires do not have a time limit and there are no right or wrong answers.
WORK STYLE QUESTIONNAIRES - This is an assessment of factors relating to the "best fit" work environment for an individual. These questionnaires generally assess aspects such as conflict management style, leadership style, problem solving style, stress management mechanisms, motivational factors, work values, etc. These questionnaires do not have a time limit and there are no right or wrong answers.
HOW TO PREPARE FOR A PSYCHOMETRIC ASSESSMENT
The best way to prepare for an assessment is to approach the assessment with a positive attitude, an open mind and a willingness to be honest and present yourself accurately. The more honest you are the more accurate the outcome of the assessment will be.
Other ways to prepare for the assessment include:
Psychometric assessments are tests and questionnaires which are designed by psychologists to measure constructs such as personality, cognitive ability and behavioural aspects. A "construct" is broadly defined as factors such as personality, abilities, interests, motivational factors and preferences. Psychometric assessments are usually conducted by a psychometrist or a psychologist. The data obtained from the assessment provides the assessor with the necessary information to enable him / her to provide guidance to the assessment candidate on areas such as choice of school subjects, choice of tertiary study path, choice of career path and career development, etc. To enable the psychometrist to provide the correct guidance a holistic understanding of the assessment candidate is needed and therefore a battery of tests (more than one test and questionnaire) is usually administered.
TYPES OF PSYCHOMETRIC ASSESSMENTS
APTITUDE TESTS - This is an assessment of an individual's ability to perform certain tasks. Aptitude tests are usually timed and have definite right and wrong answers. The most common aptitude assessment is the test of a person's reasoning ability. Mental reasoning is underpinned by a number of facets and thus a test measuring reasoning ability is likely to contain the following:
- Numerical reasoning (interpretation of numerical, statistical and mathematical information)
- Verbal reasoning (evaluation and problem solving relating to written information)
- Reading comprehension and grammar
- Abstract / spatial reasoning
- Attention to detail and accuracy
PERSONALITY QUESTIONNAIRES - This is an assessment of an individual's personal characteristics and how these influence behaviour, problem solving, interpersonal style, preferred environment, communication style, etc. These questionnaires do not have a time limit and there are no right or wrong answers.
INTEREST QUESTIONNAIRES - This is an assessment of an individual's interests and can help identify which possible career path to take or change to as well as which tertiary study path to consider. These questionnaires do not have a time limit and there are no right or wrong answers.
WORK STYLE QUESTIONNAIRES - This is an assessment of factors relating to the "best fit" work environment for an individual. These questionnaires generally assess aspects such as conflict management style, leadership style, problem solving style, stress management mechanisms, motivational factors, work values, etc. These questionnaires do not have a time limit and there are no right or wrong answers.
HOW TO PREPARE FOR A PSYCHOMETRIC ASSESSMENT
The best way to prepare for an assessment is to approach the assessment with a positive attitude, an open mind and a willingness to be honest and present yourself accurately. The more honest you are the more accurate the outcome of the assessment will be.
Other ways to prepare for the assessment include:
- Get a good nights sleep ahead of the assessment.
- Have something to eat before the assessment.
- Make sure you arrive at the assessment 10 minutes before the assessment is due to start.
- Be sure to tell the assessor before the assessment about any factors you think could impact your performance in the assessment (e.g. It is best to tell the assessor if you are sick or have had an emotional upset as factors such as this could affect your concentration during the assessment)
- During the assessment don't be afraid to ask the assessor questions to ensure that you understand what is expected of you.
- Most importantly try your best in all the tasks that are presented to you.