Human Resources South Africa|Tuesday, June 27, 2017
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How can psychometric testing be useful to us in industry? 

  • Aptitude tests

These types of psychometric tests analyse the potential that an individual possesses in order to complete specific tasks. The type of tests that they may complete includes verbal reasoning and numerical aptitude tests.

  • Knowledge tests

Knowledge test are psychometrics test that give away an indication of an individuals overall analysis of their mental ability and assess a person’s knowledge on a particular item. These tests do not attempt to access the potential of an individual’s future but rather to inform the interviewer where that person knowledge is at the time of the test.

  • Integrity tests

There has been a lot of recent work on the efficiency of integrity tests and is becoming more common in organisations due to the attention that the tests have been given. The term ‘integrity’ is a compressed word of many factors including honesty, trustworthiness, contentiousness and reliability. Together with the primary test scale many other test publishers include other scales that have been shown interest such as customer service orientation and violence tendencies. A number of countries have challenged these tests due to the infringement of human rights, but apart from this the popularity of these tests are increasing in industry.

With all the psychometric tests that an organisation has at its disposal a person can see why that they play such an important role in the selection process. Psychometric testing, offers organisations a way of discriminating between large amounts of applicants in a rather rapid and often cost-effective manner. Even more the power in using psychometric assessment in predicting future successful job performance is among the highest of any selection tool.

4 Responses to How can psychometric testing be useful to us in industry?

  1. Oliver Savill

    I can see why psychometric testing is so popular with recruiters; it offers a quick, objective administration-light time-saving selection tool. This has contributed to a large uptake in psychometric testing as a sifting tool which is effective at focusing efforts of HR staff when they have hundreds of applications to consider, but is it fair on the job applicant and is it accurate? There are many reasons why one job applicant may score better than another and the ‘perfect’ ability test will not be susceptible to these variances but unfortunately this sifting approach can necessarily discount suitable applicants. For now though I think we will see an increase in the use of psychometric testing.

     
    • Admin

      Would you rather only be subjective to the discretion of one interviewer for a job? The only the way to improve is to continuously update these tests and measure them throughout a new recruit job in order to see how successful the psychometric testing is.

       
  2. Douglas O.

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    Great website! I think there are many valuable information and advices here. Along the same line, I came across the following website which I found interesting. Traditionally, personality tests such as MBTI have been used as career aptitude test. However, these tests have a very limited scope as they ignore many important factors such as person’s skills, values, and interests.

    There have been many advancements in the area of career aptitude testing. Usage of artificial intelligence to evaluate suitability of a job for a person is one of the these techniques. You can take a complete version of the MBTI personality test plus many others such as memory, IQ, problem solving, and patience tests in OptYourLife. This website’s expert system tries to find the most suitable career path for you using neural network. Moreover, salary of different careers will be considered in the final analysis to provide a more insightful advice for you:

    http://www.optyourlife [dot] com/

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    • Admin

      What other tests can be used now instead of the MBTI test?

       

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