Psychometric tests are assessment tools used to objectively measure an individuals personality traits, aptitude, intelligence, abilities and behavioral style. Psychometric assessments are widely used in career guidance and employment to match a persons abilities and personality to a suitable career or role.
Make Better Hiring Decisions Using the Four Types of Psychometric Assessment Tools
Find the Best Fitting Candidates For Your Organization Using Psychometric Tests
Our world-class experts are part of SIOP (Society for Industrial and Organizational Psychology): a premier membership organisation for those practising and teaching I-O psychology.
Our assessments are normed on a sample of 10,000+ respondents across different geographies - India, US, Europe, Latin America, Middle East, South Africa and South-East Asia (representative sample with different age, gender, job level, occupations).
The first psychometric instruments were designed to measure the concept of intelligence, viewed as a combination of different abilities that mental tests could measure. Psychometrics is also dominated by personality testing, and the most used instruments are the Five-Factor Model (The Big 5), Personality and Preference Inventory, MBTI, etc.
Psychometric tests are used to measure individuals behavioral and mental competencies. Competencies are identified and defined, depending on the job role, following which psychometric tests are administered to assess them. Afterward, they are matched to the role requirement.
Psychometric tests are interpreted as a percentile result, indicating that it is compared to a benchmark set for a specific role. Typically, there is no passing score in psychometric testing.
Likert and Semantic Scale are common answering scales used in psychometric testing.
The validity of psychometric tests is defined as the degree to which the test measures what it claims. Validity is determined by the various data points and insights revealed by the research to focus on the relationship between the test and the personality traits it measures.
A psychometric test can only be reliable if it produces similar results under invariable conditions. A reliable test score is precise and consistent during every test. It can also be recreated on multiple occasions.
A standardized psychometric test is implemented and scored in a standard or consistent manner. Standardization also means that the tests development, evaluation, usage, reporting, conditions of administering, scoring procedures and interpretations are consistent and in line with the set standards.
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Mettl psychometric assessments are a product of hard research and strong alignment to renown psychometric theories
Our team members are part of SIOP (Society for Industrial and Organizational Psychology)- a premier membership organisation for those practising and teaching I-O psychology.
Normed on a sample of 10000+ respondents across different geographies - India, US, Europe, LAT-Am, Middle East, South Africa and South-East Asia (representative sample with different age, gender, job level, occupations).
A psychometric assessment test is a scientific method employed by organizations to analyze peoples behavioral aspects. They gauge whether an individual is suited for a job role based on two core principles, i.e., personality and ability. They are created to map an individuals skills, personality traits and attitude required to perform successfully. The tests analyze the role fitment of a job prospect.
Psychometric tests measure specific behavioral traits that often get missed out during personal interviews. They provide a more holistic view of a prospect’s personality. Psychometric tests are used in recruitment to improve the quality of hires and make development programs useful and engaging. They assist employers in making the right people decisions.
Psychometric assessments encompass two categories:
Psychometric tests are used for:
Psychometric evaluation tests used in recruitment are as follows:
Organizations must use psychometric assessment tests as they offer insights into candidates mental capabilities and behavioral styles. The outcome of psychometric testing enables HRs to deep dive into the candidates hidden aspects that are difficult to decipher in a face-to-face session. Such tools are extremely useful in talent recruitment, development and retention activities.
Psychometric tests prove effective in each aspect of the employee life-cycle. This starts with hiring the best fit, culturally and job role-wise, to training them and finally transforming them into better leaders.
Psychometric tests for hiring are used to objectively and efficiently screen candidates matching job requirements. Psychometric tests offer predictive insights about a candidate that enable organizations to predict his/her role and cultural fitment. Psychometric test for hiring ensures long-term benefits, both financially and culturally, for organizations by placing candidates in roles where they can flourish, ensuring high retention rates.
Psychometric tests can be used for the following:
Psychometric tests measure a persons personality traits, cognitive skills, motivation and interest for a particular job role. Psychometric tests provide an objective and holistic picture of an individuals suitability. For instance, if an organization intends to hire a store manager, psychometric tests can be useful in measuring effective communication skills, customer centricity, basic numerical skills and a pleasant personality.
Psychometric testing is a scientific method often used by organizations to assess an individuals personality traits, behavioral styles, cognitive abilities, motivations and interests. Psychometric testing enables HRs to make effective people decisions regarding workforce management, resulting in a better performing, culturally fit and highly engaged workforce.