Psychometric Testing in Recruting
PSYCHOMETRIC TESTING IN RECRUTING
Psychometric testing turns out to be a handy tool for recruiting potential employees. From the manufacturing sector to BPO, from FMCG to Banking, there is hardly any domain that does not require organizations to assess its employees’ personality.
Recruit the right people for the right jobs is an elusive art. The high rates of attrition and lack of candidates possessing the appropriate qualities bear testimony to the fact that organizations have not been getting their recruitment process right. When faced with such dilemma, However, though psychometric testing is not exactly new, organizations still haven’t been able to make most of it. Some HR units are not even aware of the concept and are completely oblivious to its benefits. The lack of inclination towards psychometric testing can also be attributed to the fact that it is slightly lengthy process to start with. Therefore, rather than trying to find out what lies beneath, organizations tend to carry on with traditional modes of selection, that merely test the candidate’s subject knowledge, or perhaps they are skeptical of treading unknown territory.
What are psychometric tests?
Psychometrics is a part of psychology concerned with determining a person’s aptitude towards different kinds of jobs. Psychometric tests are designed to produce a quantitative assessment of one or more psychological attributes like reasoning ability, interests, propensity, and disposition, etc.
A psychometric test is a structure technique used to generate a careful sample of behaviour. This behavior sample is used to make inferences about the psychological attributes of people, who have been tested on attributes like intelligence, self – esteem etc. By definition, psychometric tests may vary from organization to organization. Myers – Briggs Type Indicator (MBTI) and PF 16 are two common types of tests. However, the objective remains the same: to screen candidates at the initial stage of
Psychometric testing turns out to be a handy tool for recruiting potential employees. From the manufacturing sector to BPO, from FMCG to Banking, there is hardly any domain that does not require organizations to assess its employees’ personality.
Recruit the right people for the right jobs is an elusive art. The high rates of attrition and lack of candidates possessing the appropriate qualities bear testimony to the fact that organizations have not been getting their recruitment process right. When faced with such dilemma, However, though psychometric testing is not exactly new, organizations still haven’t been able to make most of it. Some HR units are not even aware of the concept and are completely oblivious to its benefits. The lack of inclination towards psychometric testing can also be attributed to the fact that it is slightly lengthy process to start with. Therefore, rather than trying to find out what lies beneath, organizations tend to carry on with traditional modes of selection, that merely test the candidate’s subject knowledge, or perhaps they are skeptical of treading unknown territory.
What are psychometric tests?
Psychometrics is a part of psychology concerned with determining a person’s aptitude towards different kinds of jobs. Psychometric tests are designed to produce a quantitative assessment of one or more psychological attributes like reasoning ability, interests, propensity, and disposition, etc.
A psychometric test is a structure technique used to generate a careful sample of behaviour. This behavior sample is used to make inferences about the psychological attributes of people, who have been tested on attributes like intelligence, self – esteem etc. By definition, psychometric tests may vary from organization to organization. Myers – Briggs Type Indicator (MBTI) and PF 16 are two common types of tests. However, the objective remains the same: to screen candidates at the initial stage of