Psychometric Test is used to judge the personality and mental ability of the candidate that they are best suited for the role given in the organization. These tests are used to measure the caliber of the candidate that cannot be seen in face to face interviews but can be judged. These types of tests are used both on-campuses and off-campus placements so that the best candidate can be chosen for a suitable job. In this test, both reliability and validity tests go side by side.
Psychometric tests for hiring are made through a combination of: –
- APTITUDE TEST
The aptitude test helps in measuring the intellectual and mental knowledge of the person. The time provided to the individual is limited and he needs to solve the questions within the time frame. The aptitude tests comprise of
- Verbal and Non-verbal Test
The verbal test helps to determine the individual’s grammar, to understand the word meanings, understanding word relation. The verbal test includes grammar spelling, vocabulary, word relationships, reading compression. The Non-Verbal test helps to determine the individual’s capability to solve the problem logically.
- General Aptitude Test
The test comprises proper evaluation that helps in determining an individual’s verbal, logical reasoning and quantitative. The tests that tell us about an individual have right- thinking of numbers or words, or a combination of both. They are supportive information of wide acumen about a candidate.
- Quantitative Aptitude Test
This type of test helps to know an individual’s numerical capacity or the potential to solve the mathematical problems. There is a need to understand numerical functions that are required in a day- to- day operations.
These general aptitude tests are used when there is a requirement of
- Filtration: – it means when a large number of candidates had applied for the same post and to reduce the number of candidates a criterion is set. It can be based on percentage, marks or general aptitude test.
- Specification of applied science: – it means when the organization needs a candidate for only specific knowledge, these types of tests are required to judge.
- Nature of the task: – when there is a requirement of specific skills for doing the task but not in case of managerial aspect. These types of the test must not be used in determining the managerial post.
- PERSONALITY TEST
The personality test is used to evaluate the individual’s behavior i.e. how he/she will respond to the critical situations given to them. In a company, there is a need to understand that the individual can work in a group or team or he alone can handle the work himself. These are the tests that help to determine are the thoughts, can he help others or motivate them to achieve the organizational goals. The model followed in this test is the OCEAN test
- O stands for Openness: – it means that the individuals are consistent in their work i.e. they do not require any change in their inner self. But in case of openness, they change their thinking, prescriptions of doing the work. They are more creative and help to focus on taking new challenges.
- C stands for Conscientiousness: – these types of people have a strong mind and remain focused on achieving the organizational goals. They are focused that they finish their work at the right time and in the right direction. They pay more attention to their work and are of creative thinking.
- E stands for Extraversion: – extraversion means the person who is extrovert. The person who becomes the center of attention and is the one who attracts all the people to have a conversation. They find they’re on way to find new people.
- A stand for Agreeableness: – this type of attribute includes kindness, trust, and affection. A candidate who has this type of attitude becomes more co-operative and leads to team spirit to achieve the goals.
- N stands for Neuroticism: – in this type of attribute, a candidate faces difficulty in doing the work, has many mood swings, feels anxious while working. When this type of attribute is low in the candidate, it helps him to maintain his position and stability in the organization.
- DOMAIN OR SKILLS TEST
This type of test is used to determine the individual knowledge about the specific topic and as well as about the technical knowledge. The person tries to find a piece of knowledge about the core skills that he has learned through his course and evaluates based on it. For example, in an organization, there is a requirement of a website designer so he will conduct the specific exam i.e. coding.
The psychometric test is not only providing benefits to the candidate but also the organization. Some of the benefits which help to the interviewer: –
- Reduces interview: Psychometric tests provide a criterion to reduce the candidate’s and take the interview of those who are selected.
- Cost & Time Efficient: these types of tests help to save cost and time as those candidates who are selected are interviewed only.
- Standardized Testing: it means the pattern for the tests already fixed and it removes the biases towards others. But all the organizations have a different test to select the best candidate for those who are selected.
The psychometric test is used in an organization for organizational performance, recruitment, selection, training, and how the employee is engaged in doing the work. So, the above discussed are the psychometric tests that help in evaluating the candidate’s that are well suited for the organization. These types of tests require special attention so that the person who is the caliber of doing the work is not left out for the same. The interview determines the interviewee and evaluates the best that will fit into the organization through these types of tests. As said that no company can run without the employees. The employees also take time to set in the organization, but once they are adjusted, they prove to be the best to achieve the goals.