Although not top of anyone’s Christmas list, psychometric tests are a fact of life, and whilst they may seem daunting at first, they do have your best interests at heart.
Psychometric tests offer a fair and objective way of measuring your ability, aptitude, intelligence, critical reasoning or behavioural style. They are often used within recruitment processes with the aim of helping employers identify the most suitable candidates for job applications based on the extent to which their personality and cognitive abilities match those required to perform well in the role.
For a test to be ‘psychometric’, it must be standardised, reliable and valid. It must be consistent in its content, administration and scoring. This ensures the test is accurate and measures what it is supposed to, whilst reducing the influence of subjective biases. In addition to this, the selection of which psychometric tests to use for a recruitment drive encourages employers to conduct a thorough job analysis of the role in order to identify appropriate skills in candidates. What this offers you, the candidate, is an equal and fair journey in the application process, as candidates are assessed only on skills relevant to the job.
Outside of recruitment, psychometrics can be used for development by identifying or offering insight into training and staff needs at the individual and team level. Promotion decisions can also incorporate psychometric results measuring potential, and psychometric reports can also offer themselves as a comprehensive tool for career guidance and personal development. More and more companies are using psychometrics for all such recruitment and development purposes, and their application is only expected to grow in coming years.
The good news for candidates in the ever-growing use of psychometrics, is that companies now see more than ever before, candidate friendly tests and assessment platforms as absolutely imperative. Such a user-centric approach is reflected in Criterion’s online tests and on the Coast platform, with test compatibility across devices, including mobiles and tablets. In the last year or so, the psychometrics industry have also witnessed the rise of innovative and interesting ‘gamified’ assessments, offering a more interactive and engaging take on psychometric assessments. These points coupled with the fact that Criterion’s tests offer generous time limits and accessibility options for those with visual impairments or learning difficulties, indicate that there is no better time than the present to take a psychometric test.
Published by Becca Jermy