Fine-tuning the Recruitment Process with Psychometric Testing

Interviewing job candidates is challenging. There are limits to what one can learn in conversation, but almost none to what psychometric testing can reveal. This type of test is designed to measure an individual’s behavioural traits and cognitive abilities and was first introduced during the early 20th century.

The term ‘psychometrics’ is a meld of two Greek words meaning ‘mental’ and ‘measurement’, and the origin of this procedure can be attributed to two pioneers. It was an Englishman named Sir Francis Galton who first used statistical measurements in an attempt to highlight human differences and a French psychologist named Alfred Binet who developed the first IQ test.

Since those early pioneering days, psychometry has evolved to become a recognised scientific discipline. Aided by advances in statistics, psychology and technology, it has gained widespread acceptance in multiple fields, including education, clinical psychology and business.

The Nature of Psychometric Testing

A psychometric test is an assessment procedure consisting of structured questions and exercises designed to evaluate specific human attributes. These are of two types as follows:

• Tests of cognitive abilities: These include literacy, numeracy, reasoning, memory and verbal skills. Cognitive tests are a common component of IQ and aptitude tests and are often used to predict academic or work performance.

• Personality tests: This type of test is of particular value to HR departments and recruiting agencies as they can reveal qualities that are not evident during an interview. They are a means to assess a candidate’s emotional intelligence, motivation and compatibility with a given organisation’s culture.

Most importantly, the psychometric test is an entirely objective process, which, therefore, eliminates any possibility that an examiner’s personal bias could influence the findings.

The Application of Psychometric Testing in Recruitment

The tests are not a substitute for a job interview; they are an integral part of the process designed to enhance decision-making and ensure an optimal match between a candidate and the job role. Testing has several key roles in recruitment:

• Initial screening: Given the current shortage of jobs in South Africa, when a vacancy is advertised, it often attracts large numbers of applicants. Cognitive tests can identify those with suitable intellectual abilities, while personality tests reveal the traits that best align with a company’s culture.

• More relevant interviewing: The screening test results can help identify topics that might need to be targeted for more in-depth questioning when it’s time to interview the successfully screened applicants. For example, if the results suggest an applicant might have difficulties with teamwork, the interviewer is forewarned of the need to explore this trait further.

• The final selection: It can be difficult to decide between candidates with similar qualifications and experience. At this point, psychometric testing can be invaluable by exposing the cognitive abilities and personality traits that will best meet the requirements of the job description.

• Onboarding and career development: The value of psychometric tests does not end once the best candidate is hired. The understanding of that individual’s strengths, weaknesses, and potential obtained from testing should now be used as a basis for facilitating the integration of new employees and their personal career development

• Leadership development: Personality tests are of particular value when hiring for higher-level positions or selecting existing staff for internal promotions. Testing will identify those with a leadership style that best aligns with the company culture and predict how someone will perform generally in an executive position.

The Main Benefits of Psychometric Testing

These tests are of exceptional value to recruiters and offer the following advantages:

• Objectivity: The psychometric test offers an unbiased means to assess a job candidate’s potential by eliminating any risk of discrimination resulting from subjective views held by a human interviewer. Also, the standardised test format ensures every candidate will be assessed using the same metrics.

• Efficiency: These tests and their automatic scoring system offer a rapid and reliable means to filter out unsuitable candidates from a large pool of applicants. Testing can save a potential employer time, money and resources.

• Predictive power: Psychometric tests are a powerful predictor of job performance, making them invaluable for recruiting and career pathing. Cognitive tests, in particular, show a consistent link to job success in various roles and industries.

Psychometric Testing in Gauteng

Orgro is a specialist in human behaviour and the many valuable applications of psychometric testing. Why not get in touch so we can partner with you to streamline your recruitment or career planning procedures?