PSYCHOMETRIC TESTS FOR RECRUITMENT & SELECTION

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In the modern days, effective use of human resources is critical for a company as it creates a competitive advantage to the organization.  Hence, recruiting the best out of the candidates is crucial. Candidates being thoroughly prepared for the selection methods enable them to get through the selection process easily. Hence, screening applicants, conducting preliminary interviews alone has become in sufficient in selecting the best person for the vacancy. Candidates being well prepared for the interviews enable them to get through the selection process. Memon, et at, 2018 defines psychometric tests as an activity that is carried out in order to evaluate a person’s skills, personality traits, abilities and knowledge in a specific position.

Types of Psychometric Tests

 Rajavarman & Kalpana (2021) is his report categorized Psychometric Test in to two section.

01.   Aptitude Test

02.   Personality Test

Aptitude testes are used to evaluate the general skills required for the position. Types of aptitude tests can be listed as follows;

·         IQ tests

·         work sample tests

·         Numerical reasoning test

·         Verbal reasoning test

·         Inductive reasoning test

·         Diagrammatic reasoning test

·         Error checking test

·         Logical reasoning test

 

Personality tests are carried out to identify how well the employee fits to the company culture.

Those tests could be done in many different ways like, Questionnaire, case studies, Exercises, Role Plays, Group Exercise, interviews, on the job training & via Online or in an Assessment centers.

 

Advantages & disadvantages of Psychometric test

According to Rodrigues (2021) the advantages & disadvantages of psychometric test is as follows;

Advantages :-

  •  Provides a in-depth information & the true picture of candidates
  •  Ability to test the skills & abilities not just education
  • All candidates are treated equally
  • Can be used at any stage of the application process
  • Less time consuming


Disadvantages :-

·         Costly

·         Measuring method may not effective

·         Incompatible with different cultural people

·         If not properly designed for candidates with disabilities it will provide wrong results.

·          Must be measured properly

·         Candidates may give false answers

·          Can be ineffective if poorly planed

 

References

 

Memon,M , Ahmed,F , Qureshi,MA , Brohi,NA 2018, effectiveness of psychometric testing in recruitment process, journal of organizational behavior research,Vol.3, Issue.1, pp. 293-306.

 

Rajavarman R., Kalpana V. (2021) “Recruitment System Using Psychometric Test and Text Mining”, Annals of the Romanian Society for Cell Biology, pp. 7923–7932, Accessed: 23November2022) https://www.annalsofrscb.ro/index.php/journal/article/view/2333

 

Rodrigues,RI 2021, Testing the psychometric properties of a short skills inventory for students looking for their first job, Instituto Superior de Gestão, Portugal .


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