Everything is digital and online now! From apartment and villa shopping to grocery shopping, in a digital world, few things need to be done in person. In such a scenario, why should a company’s employee recruitment process be outdated? Today, applicant screening is completed before even reviewing your resume. Such an inspection/peek into the applicant’s inner thoughts is known as a psychometric test.
As the name suggests, it provides psychological information about the applicant’s mental and emotional processes. Not only does it include aptitude and numerical questions, but it is a complete package of verbal, numerical, abstract, reasoning and personality-related questions, which closely assess whether the applicant is suitable for the particular type of job or not.
Personality tests are not intended to judge the candidate’s knowledge. They help reveal aspects of character and psychological makeup, in order to verify whether the person is suitable for the specific job. If not, the person may be perfectly suitable for another. It all depends on the requirements of the job that are in question.
The main advantages of these tests are that they can be performed and taken from anywhere; Relatively more candidates can participate, without overburdening the HR team, as they only have to schedule to meet with candidates who have passed the test.
Employees are the backbone of any organization. Every organization is also looking for the best. And to get the best, a general personality test is required. However, a person cannot be judged solely by numerical problems or reasoning. Many people who have a high level of expertise in this area fail in reality. Numerical proficiency tells nothing about the person’s proficiency in coping with actual pressure.
Online psychometric tests provide the organization with insight into the mind of the applicant. The employer can obtain information about this from a distance, as the results reflect the candidate’s approach to thinking and handling problems. One can easily test whether the person applying for the job will be able to cope with the pressure and workload or not. This allows the organization to gauge strengths/weaknesses, ability to handle pressure, etc. from a requester who would not otherwise be directly available to them.
A person should be vigilant while applying for any job, collect all the information about the job profile and the corporate environment to which you are applying. To be successful in the psychometric test, candidates must first analyze strengths and weaknesses, improve their comprehension skills, and develop their teamwork qualities.
The three main qualities on which candidates are evaluated are:
1. Competition: measured by an aptitude test. This is to test the applicant’s reasoning and numerical skills. However, being one of the best does not affect the overall score.
2. Emotional intelligence: Check the candidate’s state of mind in particular situations where emotional aspects are high. This describes whether emotional issues will cloud decision making and whether or not this will be beneficial to the organization. It measures one’s interpersonal and intrapersonal qualities.
3. Ethics: which not only determines if the person is reliable/scrupulous/punctual at work, but also if it is compatible with the environment, values and culture of the organization.
Candidates can ensure success by preparing ahead of time. Although assessment techniques depend on the organization and the job position you are applying for, some basics are required to prepare.
Tests such as the In-Tray assessment can be done, where you are asked to demonstrate the real-life objects you will encounter as you work. Role play, where the applicant finds himself in different, challenging and crucial situations to verify efficiency and stable mindset. Psychometric test, to check technical skills, personality, verbal and logical reasoning, problem solving approach and many more.
Finally, one must brush up on two very important skills: communication skills and dialogue delivery. Many organizations often ask candidates to do a group or individual presentation to check verbal fluency and confidence. After being completely sure of the suitability of the candidate, the organization can provide the position in question.
To discover who is the most suitable for the position, different assessments and psychological tests are necessary. Unlike other general online tests, psychometric tests not only check knowledge, but also suitability for a particular job and organization.