The Benefits of Using Psychometric Testing in Recruitment

It can be difficult to know whether a candidate will perform well in the role they’re applying for. Some roles require very unique skill sets, while others might be more suitable for a certain personality type. If only there were a more scientific way to assess an applicant! 

Well, while it’s certainly not an exact science, these hiring challenges open the doors to a solution far beyond the assessment capabilities of a standard CV: psychometrics.

Psychometric tests are often used in the recruitment process to identify the best candidate for a particular job. The tests can include anything from situational questions to numerical tests, and can provide employers with valuable information about a candidate's abilities, as well as their personality and interests (depending on the type of test). 

There’s no question that psychometric testing and other types of talent assessment have their benefits, but some companies might find they are less suited to this recruitment strategy. In some cases, implementing psychometrics can be costly and challenging, and knowing how to measure and interpret test scores equally difficult. 

With this in mind, it’s important for businesses to understand both the benefits and potential pitfalls of psychometric testing, in order to make informed decisions about whether to use these tests in their recruitment processes. 

In this blog from recruitment specialists at Applied, we’ll cover some of the ways employers can make more effective use of psychometrics (and other types of testing) and achieve better outcomes. Plus, we’ll cover the types of tests available and real-world examples of how they can be used.

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What is psychometric testing?

First, let’s briefly explain what psychometric testing is. 

Essentially, a psychometric test is a method of assessing a candidate's cognitive abilities, personality, and/or interests in order to predict their job performance. These tests are relatively common in modern recruitment processes, and when used in the right way, can provide valuable insights into a candidate's potential. 

The process typically involves administering one or more standardised tests to a candidate, and then interpreting the test results to assess their performance against other applicants. Usually, a qualified professional, such as a psychologist or human resources specialist, will assess the results of these tests, but some smart platforms can provide data insights automatically. 

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Types of psychometric tests

There are various types of psychometric tests, and these assessments can also take several forms, from multiple choice questions and questionnaires to ‘true or false’ statements. In most cases, the tests are timed. 

Below, we go into more detail about the kinds of tests you might expect:

• Cognitive ability tests: These assessments measure a candidate's cognitive abilities, such as verbal and numerical reasoning, problem-solving, and even spatial awareness. They offer unique and valuable insights into how candidates use their practical skills that are relevant to the job. The Applied cognitive assessment, Mapped, includes 18 multiple choice questions to be answered in 30 minutes. The test assesses basic mathematical skills, data interpreting, analytical thinking and attention to detail. 

• Numerical skills tests: Mathematics assessments, common in more niche roles, provide recruiters with a better understanding of an applicant’s skill level in one core area.  The Applied numerical skills test is backed by science, and specifically crafted to test practical maths skills required in the workplace. It includes 20 multiple choice questions to be answered in 30 minutes, and covers numerical computation, estimation, reasoning and data interpretation.

• Aptitude tests: These tests are also relatively common in recruitment, and can measure a candidate's potential to acquire certain skills or knowledge. Covering situational judgement and various types of reasoning skills, aptitude tests can be extremely varied.

• Personality tests: Looking for someone to match your office culture? Personality tests can help employers measure a candidate's unique traits, such as their level of extroversion, conscientiousness, and even emotional intelligence and stability.

• Interest inventories: Similarly, there are some tests that measure a candidate's interests, such as the types of activities they enjoy or the industries they are interested in.

It's important to note that psychometric testing is not an exact science, and with that in mind, the results of the tests should not be the only factor in making a hiring decision. Rather, psychometric tests are tools that employers can use to make more informed decisions about who they hire. 

Combined with relevant interview questions, reference checks and work samples, recruiters should find themselves securing an accurate hire in far less time (in fact, you could see a 66% reduction in time spent hiring).