Over the years psychometric assessments have been used as one of the best tools for hiring candidates. Apart from the knowledge and technical skills, a candidate’s behavioral traits determine whether he/she is appropriate for the assigned role and the working culture of the organization. It reflects the near-perfect psychological and emotional status of each candidate.
A psychometric assessment reveals the candidates subconscious as well as situational psychology.
Let us see what a psychometric test assesses:
- A psychometric assessment is composed of the verbal, non-verbal, and numeric tests.
- Verbal questions test a candidate’s personality, view toward life, situational thinking, and behavioral pattern.
- Non-verbal reasoning tests a candidate’s ability of logical understanding.
- Numerical ability reveals a candidate’s ability to do the day to day calculations and sharpness of the brain.
Let us identify the right psychometric assessment:
There are many assessments available in the market and it is up to you to determine which assessments are legitimate and which are not based on the following:
In an authentic psychometric test, no answer is perfectly right or wrong. That is why the specific percentage is provided for every option. The calculation of the total marks is made on the basis of score compiled from each question.
A professional psychometric paper setter always sets non-diplomatic questions which do not provide any scope to the candidates to give diplomatic answers. The questions and the options are framed in such a way that the candidates will give the answer they believe.
For example: Do you like playing chess?
- I love it.
- I like playing it.
- I like it but don’t play.
- I don’t like it.
- I hate it.
Such a question elicits an honest response without encouraging diplomatic answers.
Non-Associative Shifting Test:
A perfect psychometric assessment is designed to test a candidate’s competency of non-associative shifting. To test non-associative shifting ability, the questions from different sections are jumbled up. If the competency level is high, the candidate will answer most of the questions accurately, otherwise, he/she can get trapped in the puzzle, committing mistakes.
A true psychometric test helps you get the answer to the following questions:
- Is the candidate a workaholic?
- Is he/she hard-working?
- Is he/she trustworthy?
- Is the candidate obedient?
- Is he/she egoistic?
- How moral is the person?
- How professional is the person?
- What is the actual motive for joining your company?
- How long will the candidate want to continue with you?
- Does the candidate believe in the concept of never ending learning process?
- How does he/she manage a mishap?
- Does the candidate love the applied job or is he/she joining out of compulsion?
- Has he/she any behavioral disorder?
Despite all the advantages that psychometric tests deliver, some job seekers will try and manipulate their answers to gain a leg up on the competition. With a professional psychologist, you can stop this from happening. A professional psychologist can set psychometric assessment so brilliantly that the candidates cannot understand the real purpose of asking the questions. The questions and the options are framed in such a way that every job applicant is propelled to answer what he/she actually believes in.
If an organization can frame a proper psychometric assessment, it will help them find the right candidates. Psychometric assessment method is a proven way to get to know a person for who they are.