Exploring the Value of Psychometric Tests in Business

Managing talent effectively and making informed business decisions can be challenging. However, psychometric tests can make both processes more efficient. The terminology is relatively modern, but the underlying concept of measuring aptitude and other personal qualities by testing is not.

Based on his attempts to better understand the mind and the nature of personality, a 19th-century polymath is believed to be the “father of psychometrics”. However, this formal term was only adopted in 1917. Sir Francis Galton described his project as a personality test for which he compiled a set of questions and used them to gain insight into the minds of his associates in London’s Royal Society.

At the time, his study was merely academic. Galton wanted to understand how people differ psychologically. By contrast, modern testing focuses more on assessing individual traits and has found numerous practical applications. When compiled by an experienced behavioural psychologist, the test questions are a means to analyse aptitude, attitudes, cognitive abilities, communication skills, emotional intelligence, integrity and more. Not surprisingly, these tests can be invaluable for candidate screening by HR personnel and recruitment agencies.

Types of psychometric tests and their uses 

The uses for these tests are manifold. They range from crucial to extremely helpful and comparatively trivial. They can take several different forms. When examining the extremes, one might quote the stringent psychological tests used to identify suitable candidates for astronaut training and the efforts of online dating sites to create compatible partnerships.

Apart from helping to whittle down the frequently vast number of applicants for the limited places at universities, most tests are standardised, often conducted by a third-party service and designed to meet the various needs of industry and commerce. Whatever the nature or purpose of these tests, they must be objective and unbiased to ensure their predictions are fair and accurate. Let’s now examine a few of the more common types of psychometric tests and their role in the business world.

• Aptitude: This type of test has been in use for centuries. The Romans used practical tests to identify soldiers with exceptional skills in archery and swordsmanship. Today, aptitude tests are widely used in candidate screening to assess an applicant’s ability to fulfil a specified role. These tests are a means to measure parameters such as verbal and numerical reasoning, semantics, mechanical aptitude, and spatial visualisation.

• Cognitive and learning abilities: Psychometric tests of this type can assess the participant’s current and future potential and may be applied to job applicants or existing staff. These tests focus on identifying problem-solving requirements like making judgment calls in complex situations and conceptual and strategic thinking. Orgro offers three accredited tests in this category.

• Cognitive Processing Profile (CPP)
• Ability, Processing of Information and Learning (APIL)
• Transfer, Automatisation and Memory (TRAM)

• Emotional intelligence: Experience has shown that the abilities to form and maintain relationships with co-workers, control one’s emotions and communicate effectively are as crucial to success in the working environment as technical expertise. The Emotional Quotient Inventory (EQ-i 2.0) is regarded as the leading measure of these qualities and is one of several tests we offer for this purpose. EQ-I 2.0 is conducted securely online. It consists of 133 questions and should take about 20 minutes to complete.

• Integrity: Some qualities can’t be determined in a face-to-face interview, but they can have far-reaching consequences in the workplace. Psychometric tests to assess ethical standards and integrity and predict counter-behaviour can help avoid costly recruitment mistakes. In this category, among others, our psychometric specialists can conduct the flagship Integrity Profile IP2000, the Work-Related Risk and Integrity Scale (WRISC) and a work-based personality questionnaire known as Giotto.

• Values: Employees’ performance tends to be influenced by their values. Testing of this type focuses on parameters like team culture, decision-making, motivation, and the ability to recognise when and how to prioritise – qualities essential for successful teamwork. Tests of values orientation are often applied for candidate screening.

• Career Pathing: Although psychometric tests are widely used for screening job applicants, they can also be helpful for staff development. Valuable personnel are often lost because they are uncertain of their future within their company. These assessments help build a future role fully aligned with an individual’s interests and personality traits.

Arranging psychometric tests

Orgro is a people-focused company. Our team of human behaviour specialists is skilled in the application of psychometric assessment. Please get in touch to learn how we can assist your company with talent management and decision-making.

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