Psychometric testing can be used to help gain a picture of how the candidate’s preferences match different job specifications. They are often concerned with people’s typical or preferred ways of behaving, such as the way they relate to others or the way in which they would solve problems and add additional insight to a candidate’s profile on their work behaviour patterns that may not necessarily come through in an interview. They are used in conjunction with assessment centres to provide an overall picture of an individual, so it’s useful to use them when recruiting to fully ensure they are the type of employee you are looking for.
There are many different types of psychometric tests that fall under two categories; personality tests and aptitude tests.
Personality tests would assess the interests and behavioural patterns of the candidate. Different personality tests can range from the Myers-Briggs Type Indicator, to the Occupational Personality Questionnaire. These usually are presented as statements where candidates will rate their feeling or agreement towards the statement. The benefit of these types of tests are that the same carefully designed questions are asked of all candidates and their answers are interpreted in a fair, consistent and objective manner. They are also the most frequently used method of assessing personality other than subjectively through face-to-face interviews.
Aptitude tests would assess intellectual and cognitive abilities to determine if the candidate has the right skills set for the particular role. The types of aptitude tests available are;
- Numerical reasoning
- Verbal reasoning
- Inductive reasoning
- Logical reasoning
- Error checking
- Diagrammatic reasoning
The type of test used will depend on your specific job role, for example, logical or inductive reasoning tests are frequently used for the recruitment of science or technology jobs where highly technical skills are needed.
Psychometric tests can take place at any stage of the recruitment process depending on the client’s preference, but are usually undergone in one of these stages;
- After the applications, before the interview or assessment centre
- As an add-on to an interview
- After an assessment centre
Why Eden Scott?
Eden Scott have qualified assessors who are experienced in advising and administering various levels of testing. We also have experience of incorporating different types of testing depending on the type of role an organisation is recruiting for, so if you’re looking for help finding a candidate with the best psychological fit for your business, don’t hesitate to get in touch with us.