The Strategic Role of Psychometric Evaluation in Talent Acquisition

Vetting job applicants or planning career paths requires objectivity and is often hard for managers. Psychometric evaluation helps avoid subjective decisions. Although the word psychometric was coined in 1879 by a British scientist named Robert Galton, the concept of using tests to evaluate human performance is far older. For example, the Romans used a form of aptitude testing to assess essential fighting skills like archery and swordsmanship.

The term is derived from the Greek words for mental and measurement, and Galton defined it as “the art of imposing measurement and number upon operations of the mind”. Today, Galton’s art has become more of a science, and his new word now serves as an umbrella term for several categories of tests, each with its specific objectives.

Intelligence tests were one of the first practical applications of this fascinating new science of psychometric evaluation. They were intended as a tool to measure one’s ability to solve problems and make decisions with positive outcomes and were once part of the selection process for secondary school entrants in the UK. Today, IQ tests are still used, but mainly to aid the diagnosis of learning disabilities.

Modern studies are often multichoice or short-answer questionnaires rather than practical challenges. While each type can reveal much about the person being tested, combining two or more can offer a more holistic insight into an individual’s cognitive abilities, core values, attitudes and behavioural traits. These are the qualities that determine a job candidate’s suitability for a given post, information that is not easy to elicit from a conventional interview.

Typical Applications and Common Types of Psychometric Evaluation

Recruitment agencies and HR departments most frequently use these specialised tests to help them make a more objective appraisal when interviewing job candidates. In light of the current high level of unemployment and a concurrent job shortage, when a vacancy is advertised, it frequently attracts hundreds of hopeful replies. A psychometric evaluation is a quick and reliable preliminary screening option, a chance to sort the wheat from the chaff and create a more manageable shortlist.

However, in addition to their value in talent acquisition, these tests can play an equally valuable role within a business, for example, as a more insightful alternative to the conventional staff appraisal process. It can also be a more reliable way to recognise staff with leadership potential or those who might benefit from training or coaching in areas identified by the test results. The following is a list of commonly used test types and their Purpose:

• Aptitude: These are tests of core competencies, some of which might be essential for a particular job. They can include tests of numerical and verbal reasoning, word meanings, mechanical aptitude and more.

• Integrity: In this test, the questions aim to determine a candidate’s ethical standards and identify potentially counter-productive behaviours. The WRISC (Work-related Risk and Integrity Scale) and IP200 tests are designed for this purpose and are internationally recognised.

• Values: This form of testing can help teams optimise their performance by measuring motivation, individual and group culture and decision-making, and identifying personal priorities.

• Cognition and learning: The questions are designed to measure the cognitive processes essential for valid decision-making, like situational judgement and conceptual thinking.

• Personality: This test is an objective means to explore individual characteristics and current behavioural patterns to predict a subject’s future performance in a given role.

• Emotional intelligence: These questions address an area frequently undervalued or overlooked: the ability to regulate one’s emotions, consider the needs of others and form and maintain the collaborative relationships essential for teamwork.

The above summaries fail to reveal the full potential of these tests. However, it’s not hard to see why the data gleaned from a psychometric evaluation can play such a significant role in optimising the efficiency of the talent acquisition and career pathing processes. That information can ensure all employees are motivated, appropriately skilled and occupy the posts for which they are best suited.

Behavioural psychologists and psychometry specialists have developed questionnaires based on decades of research into human traits and characteristics and their implications in the working environment. Accordingly, these tests are also best implemented by specialists: trained personnel skilled in interpreting and applying their results.

Could Your Organisation Benefit from Psychometric Evaluation?

The Orgro team has helped many of South Africa’s top companies optimise their performance by applying these tests and implementing remedial measures based on their findings. We can help you, too. Click here to learn more.