5 Things to look for when choosing a Psychometric Assessment

To begin with: What is a psychometric assessment? From a scientific angle, they are used to measure an individual’s mental capabilities, their personality and their behaviours.

Psychometric tests are used to assess the suitability of potential employees. The most common recruitment psychometric tests of today are designed to reveal details about behavioural traits and personality which don’t come to light during the interview process, as there is a lot of scientific fact behind these assessments. The unique insights psychometric assessments give into an individual, is exactly why they are being used extensively by employers and big businesses.

Psychometric assessments not only have a proven ability to predict which individual is most likely to be best at a job, they can also be used to predict who is most likely to be the best ‘fit’ in that company’s culture and who will be able to get on more amicably with the employees already there, who will add the most value to the team, and, importantly, who is most likely to enjoy themselves in the role, and thus be more likely to stay, thereby being retained in the organisation.

When one has a choice of a variety of psychometric assessment options, it can be difficult to decide which one will provide the most accurate information, deliver the most value for the organization, and result in a great experience for both the candidates and employees.

Here, we have tried to identify criteria for evaluating the quality of a psychometric instrument and considerations for selecting an assessment provider. Using this information as a guide will help ensure that the psychometric instrument that one chooses, whether delivered online or offline, offers the accuracy, value and fairness needed to make conducive talent hiring decisions. Across the globe, professional organizations such as the International Test Commission, the Society for Industrial and Organizational Psychology and the European Federation of Psychologists’ Associations have developed and defined consistent standards for psychometric assessments. The guidelines set minimum standards a tool must reach and describe how these tools can be used and by whom. The type of test or combination of tests ones need depends on the organization’s goals and the job-relevant selection criteria critical for success in the role.

Aptitude Test are powerful predictors of long-term job success as they measure ability in specific areas or overall ability. Types of aptitude tests include numerical reasoning, verbal reasoning, inductive reasoning, and logical reasoning.

Situational Judgement Tests, assess how a candidate will most probably behave in real-world job scenarios as well as gives the candidate a preview of what the job entails. Skills tests measure a job applicant’s ability to perform or learn specific job-related skills.

Personality assessment evaluate candidates’ job-relevant competencies, workstyles and likely behaviors to determine their fit in the organization and role requirements. Data from a job analysis and validated competency model can help determine which assessment or combination of assessments will give one the insights one needs to make the best possible talent decisions.

What to consider when choosing a psychometric test?

Once there is clarity on the organisational goals and objectives, then the organization are ready to choose a test, there are 6 elements to consider:

1. Reliability of the test

As the psychometric tests are science-based, they should be backed-up by freely available statistical and empirical evidence. In other words, does it measure the same aspect consistently again and again. A perfectly reliable test provides a correlation coefficient of 1.00. There are no perfectly reliable instruments, however only reliability values over 0.7 should be accepted.

This evidence should ascertain the test’s reliability by ensuring consistency in results.

2. Validity of the Test

Validity refers to how well the assessment measures what it is intended to measure. To what degree of certainty can we draw conclusions about how someone will perform on the job based on how well they perform on the assessment.

Asking for proof of their scientific validity and if they are up to date with their study is not only fine but also highly recommended.

3. Money & time invested

Price, this should definitely be a determining factor when choosing which provider to go for. Depending on the size of one’s business, there is no need to go for all skill sets, so choosing the price brackets and functions that suit your organisation is key.

Whilst one might be tempted by free online assessments they may be able to draw attention but they do not tend not to go into much detail, which only adds more work for the hiring manager. When used for hiring , it’s definitely better to go with a professional as it would be more efficient.

4. User friendliness of the platform

Although it may seem like common sense for many, it is imperative to consider the platform’s interface when making the choice.

More specifically, one would want to use a platform that is automated and easy to use, both for the hiring manager and for the candidate. If the interface or test layout isn’t easy to navigate, then there is a risk of causing confusion for candidates, which may lead to inaccurate results.

On the other hand, if the interface is hard to use, then there is a risk that hiring managers skip this step when hiring and miss out on crucial data. With that in mind, the tool that one ends up choosing should make it easy to administer the test and read results.

5. Result interpretation

This is of great importance. Since the results are the most vital aspect of a psychometric test, choosing the right approach for interpreting such results is crucial.

This is where the organisation needs to decide whether the team has the know-how and / or time to properly read and make use of the results, or if it’s worth getting a 3rd party HR partner to do it for the organisation, so the company can concentrate on their own core competencies. When the organisation outsources the HR function, this is generally part of the package.

6. Positive Candidate Experience

The perception candidates have about the company based on their interactions during the recruitment and hiring process. A great candidate experience can make the organization a top recruit’s preferred employer – rather than a fallback option. This means organizations can build a lasting competitive advantage by refining their assessment and selection processes. A good assessment process should boost the employer brand. Research suggests psychometric tests designed for mobile-first delivery are more accessible for all candidates and result in higher completion rates, so one should look for an assessment experience that is consistent across devices (i.e. on a desktop computer versus a mobile device).

To conclude we can say that psychometric assessments are a great tool to add to the hiring arsenal. Full of insights for employers and hiring managers, these tests offer unique data to help you assess a candidate better and more easily.

That being said, psychometric tests alone are not sufficient and are best combined with traditional hiring methods. As they would give the wholesome picture for making the right decision for the benefit of the organisation.