It is true that at all the levels, recruitment can turn out to be a costly and time-consuming process. Since it is so, for employers, once the fresh recruits have stepped into the company, better staff retention is always a main priority. For fulfilling these goals, companies make use of different tests. The recruiters use tests to ensure that they pick the right and effective candidates at the first place. Even After the recruitment, tests like psychometric can prove effective in filtering the candidates.
What really psychometric tests measure?
If you want, you can carry out Psychometric assessment online too. This way, you can do it right from a desktop [. Anyhow, getting to the point of what they really measure, you have to be particular about it before you use it. In case you are going to be asking the job applicants to finish psychometric tests as a part of their application procedure, you must know what such tests are gauging.
Though psychometric tests measure a candidate in a huge variety of areas, the general definition of the psychometric test is that it is simply the measurement of a mind. It depends on nature of your business and industry you are engaged with what you place more stress on one area of the psychometric test over another but usually saying psychometric tests gage:
- Aptitude & Ability
- Overall Personality
Through these tests, you are going to get an idea about the abilities of your candidates. You will draw an estimate of how the candidates will work in given circumstances; what their weaknesses and strengths are and how they deal and transmit to other team members. Rather than only depending on the appearance of a candidate, his exam results or previous experience, you attain an image or if a person can thrive inside your company set up or not.
The aptitude and ability tests are going to give you an overall snap of an ability and intelligence of the candidate through numerical, abstract and logical testing whereas the personality test is going to give you an idea of how you would be employees deal with a different set of situations. This way, without any extra efforts, you will get to know so much about your candidates and applicants.
Is this test for larger companies only?
No, psychometric testing is not necessarily needed to be kept for huge corporations looking forward to recruiting people. Small companies can also use these services as a part of their overall recruitment method. Maybe not specific ideas but an overall picture of the candidates can be drawn through these tests.
Interviews are not alone
Asking the right set of questions and conducting Interviews are always helpful. However, if you are in a business for quite some time, you can easily relate with the wider scopes that are beyond interviews. For example, there can be applicants who might be absolutely ideal for your job but they don’t really interview well. It may be because of nerves, consciousness, and lack of previous interview practice.
So, these tests cover up the areas that might go unchecked through the recruitment procedure. They ensure that only a right candidate reserves the place.