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What do psychometric tests measure?

psychometric testing interview
Posted: May 20, 2019 at 3:46 pm   /   by   /   comments (0)

The role of a recruiter is crucial for every business. He is the person who judges the right candidate for a specific role and recruits him to perform certain tasks. This task is not an easy one as human skills can be judged well with one’s education and experience, but it is not much possible to judge the mindset of an individual. Every person acts differently in different situations, and hence, the recruiter needs to offer such situations to judge the reaction of a candidate that he might have to face while on the job.

There are certain tests that are used to determine the mindset of an individual. These tests check if the reaction of an individual is the right one while acting for the business or not and on the basis of the same the HR can decide if the same profile can be hired for the role or not.

There is a science that has been set up behind the curtain of the psychometric test. The psychometric tests have overdone regular aptitude tests. The psychometric test has a regional past back in the twentieth century. It was then established at the University of Cambridge by James McKeen Cattell that the psychometric tests have given a new horizon of memory and attention to the candidates.

Since then, these tests are reckoned to be the standardized set of tests to determine the behavior, personality, cognitive capabilities and traits. In the selection procedure, this test helps in face-to-face interviews and forms a part of the selection procedure. The HR professional mitigates the benefits arising out of the psychometric tests. The main agenda behind running these tests is to improve the quality of candidate and reduce the employee turnover.

Actual Reason to Conduct the Psychometric Tests

According to the iceberg model, it has been concluded that every individual has two layers to one face. One is understood as the discernible trait layer and the other to be indiscernible trait layer. In face to face interactions, the discernible trait layer is easily detected and can be adapted to understand on an easy level. But you cannot understand the underlying characteristics of an individual or a candidate, you need some measure, and the measure is known to be the psychometric test.

The psychometric tests help to analyze the indiscernible traits easily. What cannot be measured in regular aptitude tests, psychometric tests allows to test whether the particular candidate can handle these situations. Psychometric tests are so creatively designed that not only bring out the candidate’s innate strengths but also one’s creative abilities and decision-making skills.

It Is Important To Read the Man and Not What He Read

Psychometric tests analyze the innate abilities of an individual during the recruitment process. So, they are divided into ability test and personality and aptitude test. These tests are unbiased and use standard methods to assess the extent of a candidate’s ability. These psychometric tests are a ladder to positions in higher companies.

The human resource professionals wear them as jumpsuits and make it sure that the tests are conducted during the selection procedure. You get the right person for the right job profile. The requisites often don’t get in a candidate as in personal interviews, it involves a lot of time and effort to find one. In a survey declared by a source states that around 81% of professionals using the statistics coming out of the test are likely to take less risky decisions than the ones depending in anticipating future.

It is always said that a candidate’s resume or CV reaches first to an organization than his physical presence. So, a candidate’s curriculum vitae may be the strongest part, but there would be some qualities which he or she won’t exhibit in a face to face interview. Repetitive psychometric tests can only determine this.

Calculation That Is Applied In Psychometric Tests

Character is the reposition and disposition of what others think is known to be a character. Similarly, personality is a part of life-defining what you are in an actual manner. Behavior is what you do to others.

So, the interim calculation that follows is:

f (Bright side, Dark side, Cognitive abilities, X-factors)

Now, taking the first function, BRIGHT SIDE:

It is a human tendency to capture the positive side or bright side of an individual and frequently talk about an individual’s negative side. Whatever takes to enhance the performance, people look at their best vision to adapt to it.

There is a five broad personality model that makes it easy for professionals to check and implement. Positive traits in an individual make one confident about his or her personality. It builds an inner emotion to supplement the organization with his or her best. But as a coin also has two sides, similarly, a human being apart from his positive side has some hidden traits also.

Secondly, talking about his or her, DARK SIDE:

It is under an undesirable situation that the dark side of an individual is exhibited. This creates a counterproductive scenario and leads to the destruction of the formal integration of corporate culture.

For example, opportunism is a negative trait that is deeply seated in a human being. It can be tested by putting him in different situations. When you try to be manipulative in your behavior and try to take deceit as a success tool, you deem to negate the intentions of others.

Thirdly, COGNITIVE ABILITIES:

Cognitive abilities lead the candidate to focus, concentrate, attend and visualize the practical memory. When a professional wants to test the victor mind of a human being, cognitive abilities arranged in the psychometric test allows him or her to do so.

Fourthly, the last and the miscellaneous one, X-FACTORS:

The X-factors act as a catalyst in fostering the factors like upbringing, values and motivation. They are the legitimate and standard characters to administer the human mind.

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