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Psychometric Test

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Psychometric Test
INTRODUCTION
Recruitment and selection are the core activities of the HR department in any organization as it is directly linked to the employees of the organization. These processes are not only important but also the most difficult as it involves a lot of cost on the part of the company. Unlike the recruitment process the selection process also involves a lot of cost in terms of interviews and tests in conducting the selection of the employees.. Many of us already know that the psychometric tests are commonly used in almost every organization not only in the selection process but also in the process of performance management of the employees. The reason for carrying out the test in the same in the two situations it is to measure the ability and the performance of the employees. In this paper I will discuss what is a psychometric test? How the companies use it and also the advantages and disadvantages of introducing a psychometric test in the selection process.

PSYCHOMETRIC TEST
Psychometric tests are used to measure the ability of the mind to perform certain types of jobs. As explained by Toplis et al (1991), a psychometric test such as one on mental ability has correct answers so that the higher the score, the better the performance. It is just an addition to the interviews. It is like supporting evidence in addition to the oral interviews to prove if you have the required skills to do the required job. This test and a number of other tests are performed in the selection process so as to have the right person at the right place in the right time. Some of the tests that are being used by organizations are as follows:
1. Psychomotor.
2. Cognitive ability (intelligence, reasoning).
3. Personality.
4. Motivation and interest and many more.
(Smith and Smith, 2005: Testing people at work).
There is a myth among some people that psychological tests and psychometric tests are one and the same. But this is not the truth. All psychometric tests are not

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