Psychometric tests (also known as aptitude tests) are used to objectively measure aspects of your mental ability or personality, typically for job selection purposes.
The term “psychometric” is derived from the Greek words for mind and measurement.
Psychometric testing is most likely to be encountered as part of the recruitment or selection process, and occupational psychometric tests are designed to provide employers with a reliable method of selecting the most suitable job applicants or candidates for promotion.
Psychometric tests are rarely used alone and are only one of the methods used by employers in the selection process. The standard procedures for selecting candidates remain in effect.
For example, a job is advertised, and you are invited to submit your resume, which is then reviewed to determine whether the organization believes your experience and qualifications are appropriate.
Only after this initial screening will you be asked to take a psychometric test.
Psychometric tests are commonly used by employers to:
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Early elimination of unsuitable candidates
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Candidate selection for interviews
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Determining someone’s ability, personality, motivation, values, and reactions to their surroundings objectively
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Identifying the gaps in existing teams’ strengths and weaknesses and assisting in strategic recruitment decisions
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Giving existing employees career advancement advice from management.
What are the requirements for all psychometric tests?
A psychometric test must include the following elements:
The score should not be influenced by the testers’ beliefs or values.
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Standardized – It must be administered under strict supervision. For the test results to be accurate, the test must be as consistent as possible.
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Reliable – Any inherent errors must be minimized and quantified.
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Predictive – It must accurately predict performance.
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Non-discriminatory – It must not disadvantage any group based on gender, culture, ethnicity, or other factors naasongs.net.
However, these traditional methods of recruitment are flawed in several ways:
Resumes and application forms allow candidates to exaggerate their responsibilities and accomplishments. There is a burgeoning industry in both books and online businesses that provide assistance in writing the perfect resume. In recent years, the number of courses and qualifications has increased rapidly, and it is not always clear what a particular qualification means in terms of abilities. The interview process has flaws because the candidate only needs to prepare for a brief and relatively predictable series of questions.
Interviewer bias can work against the recruiting organization’s interests by excluding the most capable candidate on completely bogus grounds worddocx.
Previous employers have nothing to gain by alerting a potential employer to an unsuitable candidate, so references are notoriously untrustworthy. As a result, there is mounting evidence that the use of psychometric tests for selection has grown in recent years. Psychometric assessment tests are now used by more than 80% of Fortune 500 companies in the United States and more than 75% of the Times Top 100 companies in the United Kingdom. Psychometric assessment is widely used by information technology companies, financial institutions, management consultancies, local governments, the civil service, police forces, fire departments, and the armed forces.
Birkman’s Model
The Birkman model of psychometric tests identifies a potential candidate’s underlying motivations and occupational needs.
The Birkman test assesses the following factors:
1. Interests –
What you enjoy and what motivates you in your personal and professional life.
2. Behavior –
How effective and productive your behavioural style is when performing tasks and interacting with others.
3. Stress Management –
How inefficient and unproductive your behaviour is when your needs are not met.
4. Organizational Orientation –
Your approach to managing and organising your personal and professional life.
Doer = Red
Doers are go getters in most situations. They enjoy hands-on work, project management, and problem solving. However, if work is not completed, they can become aggressive.
Green denotes a Communicator.
Communicators enjoy interacting with others. They excel at selling, pitching, counseling, teaching, and other occupations that require interaction with others. Communicators frequently exude natural confidence and make quick friends.
Yellow denotes an Analyzer
Analyzers are fascinated by rules and processes, and they pay close attention to detail. They enjoy maintaining order, keeping records, and developing systems. They are also cautious and value fairness. Change can be stressful for analysts because they prefer indirect communication.
Blue denotes a Thinker
Thinkers are fascinated by ideas and concepts. They can think in abstract terms. As a result, they are creative problem solvers who work best with other creative people. They may, however, struggle to deal with difficult problems and may require additional assistance.
However, every psychometric model has some internal flaws that make it unsuitable for use in work-related situations. This is when Mercer Mettl appears and pulls out the personalized psychometric model! You select the personality traits you want to evaluate. It also defines your organization’s culture and the role you’re looking to fill. As a result, we will tailor the tests to your specific requirements.
Many ‘new normals’ are still emerging as we navigate the pandemic, from Covid variants to knock-on effects like the Great Resignation. One thing is certain: people are demonstrating new levels of resilience and confidence in making changes for happier, healthier, and more balanced lives. In the context of work, this could mean changing industries, prioritising remote roles, or switching jobs for a better benefits package.
The trend mentioned above indicates the increased importance of finding ways to attract and retain talent for organizations. This means that candidate experiences during the hiring process have become a top priority, as they have a significant impact, particularly in the isolated and uncertain circumstances of the pandemic. What candidates encounter and feel throughout the process will have an impact on their engagement with the company even after they are hired.
Recognize the importance of aptitude testing and select a career that both interests you and has a high chance of success. The personality traits developed by Mercer Mettl are straightforward and require little preparation. An aptitude test can be given prior to an interview or online in the comfort of your own home. An aptitude test will ensure that you continue to grow and develop your skills in the appropriate career path.
