The Value of Psychometric Assessment : In Recruitment

What is Psychometric Assessment?

Psychometric assessment involves the measurement and evaluation of individuals' psychological attributes. These assessments are powerful tools that are based on scientific research and robust testing principles. They are standardised and provide objective information and understanding that goes beyond what can be obtained from other data sources. Psychometric assessments have many uses. In the workplace, they provide insight into peoples’ personal attributes, strengths, development areas and suitability for specific job functions.  They can also provide guidance for personal growth and capability development.  

Psychometric Assessment in Recruitment

When used as a source of impartial information in a multi-step, robust and comprehensive selection process, assessments bring additional evidence to the process that cannot be obtained through other methods. This supports more accurate hiring decisions, improved candidate fit, and enhances personal, team and organisational performance.

The two main types of psychometric assessments that are commonly used in recruitment or selection processes are personality assessments and cognitive ability assessments. Together, these provide a comprehensive view of a candidate’s potential to perform well in a particular role.

Assessments are typically either self-report questionnaires, which explore personality, behavioural preferences, attitudes, motivation or values; or they can be performance-based ability tests that assess candidates’ cognitive ability, including numerical reasoning, verbal reasoning, deductive reasoning, situational judgement or their ability to solve other cognitive challenges.

Personality Assessments

A personality assessment can provide objective insights into an individual’s personality and help evaluate characteristic patterns of thought, emotional responses, interpersonal interactions and typical behavioural preferences. This type of assessment is a valuable tool for gaining a deeper understanding of a candidate's characteristics and how these may impact their behaviour and performance in different contexts. In order to succeed in any position, an employee has to have the right personality traits, attributes and behavioural preferences.

Cognitive Ability Assessments

Cognitive ability assessments measure an individual's intellectual capabilities, including their verbal, numerical, spatial and abstract reasoning skills. These tests assess a candidate's ability to process information, solve problems, and make decisions based on information provided. Cognitive ability assessments have been shown to strongly predict job performance across various roles and industries. These tests help identify candidates with high potential for learning and development and shows inherent ability, rather than focusing on learned skills or knowledge.

Skills Tests (Non-Psychometric)

This is another category of assessment that is frequently used in recruitment.  It is important to note that while these tests may sometimes be developed by reputable test suppliers, they are not typically classified as psychometric assessments, but rather tests designed (often in-house) to measure an individual's specific skills or knowledge relevant to a particular context, job or function. These tests can evaluate technical expertise, for example a coding test for a software developer or a test to measure a candidate’s ability to use a specific software program. Also included in this category of tests, are simulation tests, which replicate real-world tasks and scenarios that candidates are likely to encounter in the job. For example, customer service representatives might be tested on handling difficult customer interactions, while an accounting clerk may be assessed on their ability to analyse a balance sheet.

Important considerations

When using psychometric assessments in recruitment, it is important to consider several factors to ensure they are used effectively. Here are some key considerations:

• Use psychometric assessments as one component of a comprehensive recruitment process. Combine the results with other evaluation methods, such as interviews, reference checks, practical exercises and skills tests.

• Choose assessments that are relevant to the specific job role and the key capabilities required for success in that role. This ensures that the test results are meaningful and directly applicable.

• Ensure the assessments have been developed by a reputable assessment supplier.  This will guarantee that the assessments meet strict scientific and testing standards and are inclusive, fair and free from bias.

• Ensure that the assessments are scientifically validated and reliable. Validity refers to the test's ability to measure what it claims to measure, while reliability refers to the consistency of the results over time.

• Psychometric assessments should always be administered by, and the results interpreted by, suitably trained and certified professionals.

• Consider the experience of the candidates when taking the assessments. Provide clear instructions and communicate the purpose of the assessments. Ensure that the testing process is transparent, respectful of the candidates’ time and that the candidate data is handled with confidentiality and that their privacy is protected.

• Provide constructive and timely feedback to candidates on their assessment results.

Benefits of using Psychometric Assessment in recruitment

• Psychometric assessments provide impartial data, reducing the influence of personal biases, opinions and subjective judgements in the hiring process.

• By assessing various aspects of a candidate's capabilities, from different perspectives, psychometric assessments help predict suitability, potential, job performance and success more accurately than traditional methods alone.

• Assessing a large pool of applicants can be time-consuming and costly. Psychometric assessments automate the initial evaluation process, screening out unsuitable applicants, so that more time and concerted effort can be spent on potentially suitable candidates.

• Implementing standardised assessments ensures a consistent and fair evaluation process for all applicants, creating a level playing field and promoting diversity and inclusion.

• Insights from psychometric assessments used during the recruitment process can be utilised to tailor onboarding programs and development plans for new employees, helping them integrate smoothly and reach their full potential faster.

Conclusion

Psychometric assessments are powerful tools that can add significant value to recruitment processes and other talent management practices. When used in combination with other recruitment techniques, they provide objective data and a more holistic view on candidates, which means the recruitment process is enhanced and the most suitable talented people are identified, leading to more individual, team and organisational success.