Use of Psychometric Tests & HRM

 

 

HR functions has evolved rapidly and massively during this last three decades. Traditional methods, processes and procedures practiced during the past has changed drastically.

Employee recruitments and promotions is among the functions that has changed during the past. The traditional steps followed in recruiting was calling for applications, conducting interviews, short listing of candidates, 2^nd round of interviews, …. Etc.

Organizations experienced some common issues in this recruitment process. It is quite challenging for the employer to assess behavioral traits as well as personality during an interview. Thus it leaves a room for picking the wrong candidate.

This applies to employee promotions as well. (yolkrecruitmnet.com, 2014)

 To overcome such issues and to assure employee retention, motivation and job satisfaction organizations started using Psychometric tests in their recruitment processes. Such tests help to measure aptitude, personality and intelligence. Adding to that instead of deciding merely looking at certificates employer can assess the skills by themselves.

What is a psychometric test?

 

Psychometric test is a standard and scientific method used to measure individuals' mental capabilities and behavioral style. 

 

As to the published statistics roughly 18% of the organizations are now use such tests in their recruitment and staff promoting processes. And this number is growing at a rate of 10-15% annually. (Dattner, 2013)  

The main advantage of using psychometric test is the organization is getting higher chance to recruit/select the right candidate not only equipped with knowledge and experience but also with a personality that matches the job role. On the other hand, selected candidate will also find self-motivation in the job that will eventually leads towards engagement, loyalty as well as retention which will then reduce the organizational cost of recruiting and training (Edenborough, 2007)

Hence, proper use of psychometric test will create a win –win situation for employee and employer.

However, organizations need to keep in mind on chances for discrimination through psychometric tests as well as the possibility for candidates to miss lead the outcome when using such tools.

Reference -

(2014, November 22). Retrieved December 20, 2017, from yolkrecruitmnet.com: www.yolkrecruitment.com/blog/why-do-some-employers-use-psychometric-testing

Dattner, B. (2013, September 12). Harvard Busines Review. (B. Dattner, Editor) Retrieved December 21, 2017, from hbrb.org: https://hbr.org/2013/09/how-to-use-psychometric-testin

Edenborough, R. (2007). Assessment Methods in Recruitment, Selection & Performance. In R. Edenborough, Assessment Methods in Recruitment, Selection & Performance (p. 4). London & Philadelphia: Kogan Page.