We are living in the age of ‘metrics.’
Everyone is looking for a way to measure their effectiveness in every aspect of professional life, from the number of views on their LinkedIn profile to the number of steps they took on their way to work instead of taking the escalator.
Despite this, experts are beginning to question if certain “metrics” that have been collected for far longer than wearable technology devices are indeed useful in the big data environment of today.
Psychometric testing is one of the most commonly used types of evaluation. Undoubtedly, you have previously taken a variety of psychometric tests intended to gauge your unique mental abilities and behavioural preferences. These tests are designed with the hope that they can provide important insight into who is most suitable for particular roles or cultural fit.
Tools to explain, describe and predict human behaviour
Even though some abilities, traits, and flaws might not be immediately obvious during an in-person interview, the additional administration of psychometric tests can help reveal concealed talents (and deficiencies).
According to Black Isle Group Director and Executive Coach Richard Mayson, “Some personalities are more suited to specific firms and roles than others.” Many elements, including personality, are taken into account while making smart employment decisions.
While the fundamental principles of personality evaluation are solid and supported by research, the field as a whole has what we refer to as a “reputation problem.” There is no regulation of the business of giving personality assessments, also known as psychometric testing.
There are still certain providers out there who administer strong and precise assessments that measure (and forecast) behaviour in far more reliable ways than merely doing interviews alone. This is true despite the problematic and flimsy instruments that are now available. You can identify trends (and, of course, irregularities) in a candidate’s thought processes and behaviour over time by using trusted and tried-and-true evaluation techniques.
Rely exclusively on interviews and be prone to an incomplete understanding
A well-administered psychometric exam can give you more pertinent information than the limited sample of behaviour you observe during your interview.
Even though some people think psychometric exams are obsolete and pointless, more companies than ever are deciding to employ them. The following are only a few of the primary justifications why contemporary companies choose to give psychometric tests to both internal and external candidates:
- As the company expands quickly, they wish to maintain a particular standard of quality control in the hiring and promotion procedures.
- They can lessen the halo effect or the issue of personal bias (the experience of initially seeing someone in a positive light and not being able to change that impression no matter what happens next).
- By assisting HR in selecting the best candidate for the position and lowering the high costs of staff turnover, psychometric testing can aid with risk management.
Do you have any expertise in giving prospective candidates psychometric tests? Do you find that approach works better with new hires or those trying to develop within the company, in your experience? Please share your stories in the space provided below.
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