{"id":3882,"date":"2020-02-03T16:53:49","date_gmt":"2020-02-03T16:53:49","guid":{"rendered":"http:\/\/www.big5assessments.com\/blog\/?p=3882"},"modified":"2022-04-25T11:29:31","modified_gmt":"2022-04-25T10:29:31","slug":"how-to-use-psychometric-testing-in-recruitment","status":"publish","type":"post","link":"https:\/\/www.big5assessments.com\/blog\/selection\/how-to-use-psychometric-testing-in-recruitment\/","title":{"rendered":"How to Use Psychometric Testing in Recruitment?"},"content":{"rendered":"\n

Psychometric testing is becoming more and more\nprevalent in recruitment, and for good reason. Psychometric testing removes a\nlot of the guesswork from the recruitment process, enabling the recruiters to\nbe objective and improving the chances that the perfect candidate will be\nhired. This is as a result of information about a candidate\u2019s personality and\nattributes, that otherwise would have been unknown, being available. <\/p>\n\n\n\n

\"\"<\/figure><\/div>\n\n\n\n

When Should You Use Psychometric Tests?<\/strong><\/p>\n\n\n\n

Psychometric tests can be used at any stage of\nthe recruitment process; they can even be used after recruitment too with great\nbenefit. Companies might opt to include psychometric testing at the initial\napplication stage of recruitment, as this can provide a lot of great\ninformation straight off the bat. Others might opt to use psychometric testing\nonce shortlisting has taken place. Both options are valid and will provide\nvaluable information to the recruitment team. No matter what point psychometric\ntests are used, they will provide information that enable the team to make\nobjective, valid decisions.<\/p>\n\n\n\n

You might even choose to use multiple\npsychometric tests at different stages of the recruitment process. This is\nespecially useful if you wish to test different skills and attributes.<\/p>\n\n\n\n

What Type of Psychometric Testing Should I Use?<\/strong><\/p>\n\n\n\n

Many users of personality assessments are unaware that assessments (or tests) are constructed for different purposes. These design differences mean that they are not all alike and cannot all be used for the same applications. The inappropriate use of tests can lead to wrong people decisions, diminished performance and productivity, misdirected careers and open up any organisation to potential legal issues. So, it is critical that users understand the design intent and limitations and the suitability for purpose of whatever tests they are using or are considering using.
Some tests are ipsative and some are normative and there is a fundamental design difference between them and this design affects their suitability for purpose. <\/p>\n\n\n\n

At a glance: Most ipsative personality assessments (like Predictive Index, Myers-Briggs, Thomas, DiSC, McQuaig, etc.) are only suitable for applications where there is no need to compare the test results of different people, for example in coaching or team building.<\/p>\n\n\n\n

However, only normative tests (like 16PF, NEO, PeopleClues, Prevue, etc.) should be used in selection circumstances that require comparative analysis of traits, job-fit behaviours, and the prediction of job performance.
<\/p>\n\n\n\n

Summary<\/strong><\/p>\n\n\n\n

Psychometric testing works best when you have\nadapted the testing to suit your company. These adaptations can take the form\nof what measures are used in the tests, when the tests are carried out and how\nmany tests are used. However you choose to utilize psychometric testing, they\ncan be a considerable asset to your recruitment process.<\/p>\n","protected":false},"excerpt":{"rendered":"

Psychometric testing is becoming more and more prevalent in recruitment, and for good reason. Psychometric testing removes a lot of the guesswork from the recruitment process, enabling the recruiters to be objective and improving the chances that the perfect candidate will be hired. This is as a result of information about a candidate\u2019s personality and […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[13],"tags":[54],"class_list":["post-3882","post","type-post","status-publish","format-standard","hentry","category-selection","tag-psychometrics"],"_links":{"self":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/3882"}],"collection":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/comments?post=3882"}],"version-history":[{"count":1,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/3882\/revisions"}],"predecessor-version":[{"id":3884,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/3882\/revisions\/3884"}],"wp:attachment":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/media?parent=3882"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/categories?post=3882"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/tags?post=3882"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}