How Leveraging Data from Psychometric Testing Leads to Improved HR Decisions

Hiring and career development shouldn’t be based on certificates, appearance and gut feelings. Psychometric testing is a more reliable indicator of potential. The earliest use of the adjective psychometric is usually attributed to an essay written by Francis Galton, best known for his pioneering studies of human intelligence, fingerprints and eugenics. The best explanation of that adjective is that it refers to the process of applying measurements to the operations of the mind.

The first and probably most widely-known use of psychometrics was to quantify the quality we describe as intelligence. Intelligence or IQ tests once formed part of an examination designed to determine the most appropriate type of secondary education for children in their final year of primary school. Today, IQ tests are still used by some private schools for screening applicants.

However, as this mind-measuring science has evolved and been refined, it has become a surprisingly accurate predictor of human behaviour in various commonly encountered situations. For example, some online dating sites now use similar tests to identify compatible partners for their members. More significantly, many human resource managers and recruiting agencies have found that using more targeted types of psychometric tests can offer them valuable insight into numerous aspects of human behaviour, and their popularity is growing.

Types of Psychometric Testing and Their Applications in the Workplace

A company is like a complex machine whose parts are its managers and employees. That machine will perform optimally when all those parts are aligned with a common goal and have the skills and mindset necessary to play their specified roles. In the real world, however, this is seldom the case. Most companies have room for improvement but may need to mend or change a few of its parts first. Psychometric tests can help identify where to start and how to proceed. For example, you may need to hire personnel:

• Recruitment: Psychometrics offers a reliable and purely objective means to confirm the presence or absence of those qualities required in a given role. These might be leadership, innovative thinking, teamwork, positive attitude, critical decision-making or some combination of these.

• Career planning: Promotions are often awarded based on personal appraisals subject to achieving some set goal. However, past success is no guarantee of future performance. Testing can reveal shortfalls that can be easily rectified with mentoring or an appropriate training course. For example, when screening someone for a team leader’s job, knowledge and experience are essential but would have little value if the proposed candidate is a poor communicator or unable to empathise with team members when necessary. For this reason, emotional quotient (EQ) is often included in psychometric testing procedures.

• Change management: Many factors, from pandemics and changing customer needs to emerging technologies, can potentially challenge even the most successful businesses. Some are agile enough to adjust and grow, others are too inflexible and often perish. Survival and growth require sound leadership, agility and appropriate knowledge and skills. Psychometric testing indicates where these are lacking, enabling businesses to adapt as needed.

Professional Psychometric Testing Services

The Orgro team comprises psychologists and problem-solvers dedicated to uplifting, upskilling, and empowering businesses and individuals. Please don’t hesitate to contact us to learn more about our coaching, mentoring, training and testing services.