Psychometric
tests are fast gaining popularity as the tool of choice for various
uses such as Recruitment and Selection, Staff development and Team
development. Many organisations are now opting for psychometric tests as
they have realised that they are a powerful way of ensuring the best
candidates are selected by assessing their ability and preferred
behavioural styles. Organisations can use these tests for career
planning and matching employees to jobs, identifying academic abilities
and aims and aspirations covering work and life outside work.
Psychometric
tests aim to measure attributes such as intelligence, aptitude and
personality. In recruitment they are used (in conjunction with other
methods) to help determine how a candidate might perform in a given
role. With the current situation in our country where, if a vacancy
comes up, hundreds of people apply for it, psychometric testing can be a
very effective tool in the selection process to determine the most
suitable candidate. Given that the majority of managers regret their
hiring decisions almost immediately, not forgetting the cost of
recruitment, it makes sense to make sure you get it right from the
onset. Psychometric testing improves the efficiency of the recruitment
process, thereby reducing the time and money spent on unsuitable
candidates.
The
main purpose and key responsibilities of a role need to be considered,
and there is a need to separate the desirable, essential and peripheral
skills/attributes before committing to psychometric testing. After this
you can then determine which psychometric tools to use. Psychometric
tests allow you to measure and analyse specific information that may
otherwise be very difficult, or time consuming to accurately gauge.
There are various tools which can be used, not only in recruitment but
in the retention and development of staff as well. For example,
personality or behavioural profiling can be used to gain an insight into
particular traits, areas of strength, weakness, work style and
preference. We all know the saying,
‘employees don’t leave companies, they leave managers.’
If
you understand how individual employees might respond to different
situations, you can adapt your style to bring out the best in your
staff. This can all be achieved through the use of psychometric testing.
Psychometric
tests can be used in profiling for internal promotions or re-organising
work flow. By reallocating tasks amongst staff members to suit their
abilities and preferences, you can increase job satisfaction and
organisational efficiencies. When everyone is put in a position where
they are able to fully utilise their natural abilities, there is a
higher chance of them being more productive as well.
Overall, psychometric tests can be used to the employees’ and the organisation’s benefit. The
expenses involved in psychometric assessment are minimal when compared
with the costs of high-turn over, under-performance or misemployment of
staff.
Both parties stand to gain, depending on the objective of the tests.
The organisation will benefit by getting the best skill to fulfil its
need, thereby guaranteeing longevity and sustainability. The employee
will benefit by being placed in a department, or being given work, which
best suits his profile. This results in a win-win situation.
