Advantages and Disadvantages of Using Psychometric Tests in Recruitment

Employers can utilize psychometric tests to speed up the hiring process and support informed hiring decisions. Of course, traditional techniques of assessment like interviewing and screening CVs are useful, but they also have some drawbacks. They rely on the the applicant, leaving recruiters to make their choice based solely on intuition (Armstrong, 2006).

Psychometric tests, on the other hand, are based on facts and theories from science. A candidate's actual talents and abilities can be better understood through aptitude tests including linguistic, numerical, and logical reasoning examinations, while their underlying character traits can be revealed through personality and situational judgment tests (Armstrong and Taylor 2014).

Advantages of Psychometric Tests for Hiring 

• ·        They create effective recruitment process

Recruitment is time consuming. There is a lot of labor required from the initial CV screening to the final interview, especially when a large number of applications are received. It takes a lot of thought to choose who to move forward with and who to reject. It's possible that a candidate who appears promising on paper lacks the necessary qualifications, making it pointless to invite them for an interview. The effectiveness of your recruitment efforts can be increased by using psychometric testing to measure ability in bulk at an early stage, ensuring that only individuals with the appropriate skill set advance to the next level (Nitin, 2002).

• ·         They help to identify the most potential candidates 

The fact that psychometric testing focuses on innate ability rather than just learned knowledge is one of its main advantages. This reveals how well a person processes knowledge, how easily they pick up new abilities, and ultimately, how they are likely to perform in the role. This future potential can be utilized to distinguish between people with comparable backgrounds, and since psychometric testing gives you quantifiable data, it is simple to compare like for like (Taylor, 2005). 

• ·         They ensure the right culture fit 

The best workers go above and beyond the call of duty. They are also appropriate for the culture that your company promotes. One of the most challenging aspects of hiring is finding qualified applicants who also share your company's values. Unsuitable cultural fit is frequently the root of failed hires. It is possible to evaluate applicants' motives, behaviors, and working preferences using personality and situational judgment tests, which can help you find candidates who will fit the company's culture (Hayes, 2021).

 Disadvantages of Psychometric Tests for Hiring 

• ·          Results could be biased

 Although psychometric testing is frequently regarded as a trustworthy form of evaluation, results are not always dependable. Due to the pressure of the job application process and the time constraints of aptitude tests, some candidates may do poorly on the day of the test. When filling out a personality questionnaire, a candidate could give the answer they think the company is searching for, producing an inaccurate picture of the ideal employee. Although this is a drawback of psychometric testing, it can be avoided by making sure test findings are only utilized in conjunction with other factors (Cripps, 2017).

• They can be ineffective if not planned well 

It's crucial to know precisely what you're trying to measure and to design your exams properly for psychometric testing to be successful. Testing for skills that are irrelevant to the position serves no purpose and just serves to delay and increase the cost of the hiring process. To ensure that the tests taken produce useful findings, you should always seek the guidance of a seasoned test provider. They ought to be tailored to the particulars of the job at hand and provide insightful reports that aid in the creation of distinct, impartial candidate profiles (Edenborough, 1999). 

• ·         They incur additional expenses. 

Psychometric testing must be created, delivered, and evaluated by experts in the field for maximum effectiveness, adding to your recruitment expenditure. For many businesses, especially smaller ones, this might be off-putting. Psychometric testing should be viewed more as an investment than an expense, though it should be remembered that the cost of a poor hire can reach thousands of pounds (Hayes, 2021). 

There are several advantages to using psychometric testing while hiring. When used properly, it's affordable, dependable, and may assist you in finding the most competent applicants who share your beliefs for employment with your company or organization. It is not a stand-alone solution, though, as was already explained. It's crucial to pay equal attention to a candidate's experience and performance in the interview as well as their test results if you're employing psychometric testing as part of your hiring process (Taylor, 2005).

When a comprehensive understanding of an applicant is attained, the best hires can be made, which makes psychometric testing extremely helpful when used in conjunction with other recruitment strategies (Cripps, 2017).

 

References

Cripps, Dr. Barry.(2017) Psychometric Testing Critical Perspectives 

Edenborough, Robert. (1999) Using Psychometrics: A Practical Guide to Testing and Assessment

Hayes, Nicky.(2021) Doing Psychological Research, 2e - Page 129 

Sawardekar, Nitin. (2002) Assessment Centres: Identifying Potential and Developing 

Taylor, Stephen. (2005) People Resourcing