Psychometric Tools for Selection

Scientific or empirically based techniques for personnel selection have been in practice for the past eighty years. Beginning in a few large industrial companies, research has demonstrated the usefulness and financial benefits of psychological screening in personnel selection for business and industry.
The goal of psychological pre-employment evaluation is to enhance the opportunity for a successful fit between company and job candidate. Unsuccessful or inadequate hires are expensive and unfulfilling to both parties. According to a report by Central Test (2014), psychometric tests will help in assessing human behavior that will further help in estimating the chances of an individual to succeed in a particular role. This is one of the reasons psychometric assessments in human resource practices have evidently enhanced over the years and persist till date (Jenkins & Wolf, 2002).

Psychometric Toolbox

Our Psychometric toolbox contains major tests that can provide a complete picture of an individual. To measure individual’s interest, attitude, motivation, cognitive ability as well as behavioral features objectively, we design our toolbox with such assessments procedure which have high reliability, predictive validity and standardized norms. In our toolbox, we have-

  1. Personality Test
  2. Aptitude Test
  3. Intelligence Test
  4. Motivation Test
  5. Interview

Psychometric Toolbox

  • Objective: The score must not affected by the testers' beliefs or values
  • Standardized: It must be administered under controlled conditions
  • Reliable: It must minimize and quantify any intrinsic errors
  • Predictive: It must make an accurate prediction of performance
  • Non Discriminatory: It must not disadvantage any group on the basis of gender, culture, ethnicity, etc.
  • Confidential: The data of the participant must remain confidential.
  • Safety: The test will have no significant psychological or physical effect on the participants.

When to use psychometric assessment

In terms of Human Resource practices, psychometric assessments are designed for the purpose of measuring the suitability of a candidate for a certain role on the basis of required cognitive abilities or aptitude and personal characteristics. These assessments help in making comparison of the actual cognitive abilities and personality of a candidate with those essential in order to carry out the role. Employers make use of information accumulated from the psychometric assessment in identification of unseen characteristics of candidates that are hard to take out from a face-to-face interview. Thus the proper use of psychometric tools becomes crucial to human resource development. Here we are showing a model where use of psychometric assessment can improve human resource management as well as foster development of the organization.

Here are the top 5 reasons leading HR artisans rely on psychometric tests in recruitment

Testing beats gut feel

To replace a skilled position, research indicates it can cost up to 150% of an employee’s salary in lost productivity; making bad hires is a cost every business should strive to reduce. Meta-analyses have shown that including psychometric assessments can improve recruitment outcomes by 24% over traditional selection methods, such as resume screening and unstructured interviews.

The results are measurable

Correlating assessment and recruitment results with outcome variables such as core job performance, turnover percentage, engagement and commitment is the way for HR departments to transform their image of being a cost center to an accountable, profit driving, business critical function.

You don’t need a psyche degree

Psychometric test providers are slowly adopting a ‘design first, data second’ principle. Simplified real world language and graphics that tell you exactly what you need to know are becoming the norm. Delivering a well designed psychometric test report to a hiring manager is now an empowering moment that helps them to make confident hiring decisions.

It presents a positive company brand

The use of standardized and objective selection processes can create a powerful first impression of an employer’s brand (Sinar, Reynolds, & Paquet, 2003; Richman-Hirsch, Olson-Buchanan, & Drasgow, 2000). Applicants are attracted to modern recruitment and selection processes and they often cite the objective approach to assessing their capability as a key reason behind their satisfaction with the recruitment process.

It helps shape your HR strategy

Quality data is essential to shaping a truly effective HR strategy. Remember the old adage “garbage in, garbage out” – you need to be able to measure what actually does and doesn’t work in any business initiative. When linked to individual job performance data, psychometric test results can produce lead indicators to help organizations with selection, talent management, assessing workforce capability, employee engagement, understanding organizational culture and succession planning with a high degree of confidence.

  • How Psychometric Tools for HR Boost Employee Wellbeing
  • Understand the Role
  • Understanding of Maximum Potentiality
  • Increase Motivation
  • Understand Workplace Behavior
  • Emotional Attachment to the job
  • How Psychometric Tools for HR Boost Organizational Wellbeing
  • Enhance Productivity
  • Hiring Appropriate Personnel
  • Reduce Cost of Frequent Replacement
  • Reduce Cost of Retraining
  • Maximum Utilization of Employee’s Potential
  • Major Aspects to Consider
  • Intelligence
  • Aptitude
  • Personality
  • Motivation

Two Approaches We are Offering

  1. To help you to understand psychometric test results and make decisions based on results through thorough training
  2. We will conduct the tests by skilled experienced psychologists for your organization and prepare the reports for you.

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